Most technology partnerships are judged after implementation. The real test comes years later, when the business has changed, priorities have shifted, and new challenges emerge. Eight years into its partnership with Motus, Swire Coca-Cola has experienced exactly that. We recently spoke with Megan Burtraw, Senior Manager for Field Sales Performance at Swire Coca-Cola, about what’s kept the relationship working—and her answer wasn’t a feature or dashboard. It came down to three things: responsiveness, adaptability, and making life easier for employees.
Responsiveness Doesn’t End After Implementation
Any vendor can promise to listen. The harder thing — especially across a bottler network this size — is delivering it, call after call, for years. That’s the distinction Megan draws when she talks about what’s mattered most.
“It’s not just a, ‘We’ll get back to you.’ … There is a really great follow-up, and the team has been really wonderful to work with on making sure we have the answers and can support our teams as needed.”
For organizations operating at this scale, the difference isn’t whether feedback is collected—it’s whether that feedback leads to meaningful improvements..
Business changes. Your driving program should too.
It’s tempting to think of employee driving programs as something that can be implemented once and left alone. But as businesses evolve, those programs need to evolve too. Swire Coca-Cola’s experience points to why that’s a mistake: the business itself hasn’t stood still, and Megan said the program has had to keep pace.
“As we evolve our business and find new technology, Motus isn’t just continuing to stay the same. They’re looking at ways they can also innovate. We’ve been able to work together in ways that are making things easier for our team — not necessarily having to toggle between multiple apps — really just trying to find a way to make it quicker and better for our team to do what they need to do every day.”
That’s a useful bar for any bottler evaluating a reimbursement program: does it still fit the business you have now, or the one you had when you signed up?
For drivers, the real test is simplicity
A large share of Swire Coca-Cola’s field team drives personal vehicles for work, which means program design isn’t an abstract, back-office decision — employees feel it directly, every time they submit mileage. When employees rely on personal vehicles for work, the reimbursement experience becomes part of their everyday job. If it’s cumbersome, adoption suffers. If it’s simple, employees spend less time thinking about mileage and more time focused on their work. Asked to sum up the experience using Motus in one word, Megan didn’t hesitate.
“I’m going to say ease. It’s really provided our team with the ability to support them in getting reimbursed for driving. A lot of our team is using their own personal vehicles, so knowing that everything is being tracked appropriately and they’re getting reimbursed for what they’re driving — that’s what I’d say is ease.”
That’s the part that’s easy to overlook when comparing programs on paper: the employee experience is the program, as far as most drivers are concerned.
The takeaway
Swire Coca-Cola’s experience highlights an important reality: the best employee driving programs aren’t static. They continue evolving alongside the organizations they support. After eight years, the conversation isn’t about whether the program works. It’s about how the partnership continues to adapt as the business changes.
That’s ultimately what organizations should evaluate—not just whether a solution meets today’s requirements, but whether it will continue creating value years down the road.
Today, more than 17,000 Coca-Cola drivers across the bottling network run on Motus.
Ready to evaluate whether your employee driving program is built for the long term?
Book a 15-Minute Review
