Truck driving is tough work, but truck driver retention can be even tougher.
High turnover is expensive, disruptive, and a major barrier to fleet growth. Every time a driver walks away, you’re left with idle trucks, lost revenue, and the cost of replacing them.
The good news? Truck driver retention is a management problem that can be solved.
In this post, we’ll break down the core reasons drivers leave, the mistakes that push them out the door, and what top-performing fleets do differently. We’ll also demonstrate how modern tools, such as an all-in-one transportation management system (TMS), can help you create a driver-first operation that keeps your best drivers on board.
Truck Driver Retention: Why It’s Costing You More Than You Think
Many fleet managers think about the obvious expenses of hiring, like job ads or orientation, but the real costs of driver turnover go much deeper. Here’s what often gets missed:
Constant hiring drains time and money
Recruiting, onboarding, and training each driver can cost up to $12,000. That includes background checks, compliance paperwork, and time spent off the road. Multiply that across multiple roles, and it adds up fast.
Empty trucks don’t pay the bills
Every day a truck sits empty is lost revenue. Even short gaps between drivers can cost thousands, especially if you’re turning away loads or missing deliveries.
Poor retention hurts your reputation
Turnover disrupts service. New and inexperienced drivers are more likely to miss pickups, delay deliveries, or struggle with customer expectations. Over time, that damages relationships with brokers and shippers.
Burnout spreads internally
When drivers leave, the rest of your team picks up the slack. Dispatchers spend more time chasing paperwork and training new hires instead of optimizing loads. That kind of stress wears everyone down.
It hits your margins
All of these issues chip away at your profitability. Lower asset utilization, higher recruiting costs, and more operational inefficiencies mean thinner margins and slower growth.
When you look at the big picture, retention is as much a profit issue as a people issue. Solving it means fewer disruptions, smoother operations, and better returns on every mile driven.
Why Do Drivers Leave? 5 Common Problems That Hurt Retention
Looking to improve truck driver retention? Here are five issues drivers say matter the most:
1. Poor communication
Drivers get frustrated when communication is delayed or incomplete. It sends the message that their time and responsibilities aren’t a priority.
Use a centralized system to share load details, schedule changes, and messages in real time. And make sure drivers can easily get support when they need it, not just during office hours.
2. Unreliable pay or settlement delays
Late or inaccurate pay is one of the top reasons drivers walk away. When payroll is inconsistent, drivers feel like the company doesn’t value their time or effort, and then they lose trust.
Make sure your TMS integrates with your payroll system to reduce errors and speed up settlements. If your system isn’t built to handle this automatically, it may be time to upgrade.
3. Too much downtime
Drivers want to stay on the move. But when dispatch is uncoordinated or planning tools are outdated, long wait times become the norm.
Every hour spent idle is money lost. Use load planning tools to keep schedules full and reduce gaps between deliveries. Bonus: better planning reduces stress for dispatchers, too.
4. Lack of respect or recognition
Many drivers feel like they’re treated as replaceable when they don’t hear feedback unless something goes wrong. Over time, that lack of appreciation wears down motivation.
Simple things make a big difference: recognizing milestones, saying thank you for a tough run, or asking drivers for input on policy changes. When drivers feel heard, they’re more likely to stay.
5. Inflexible scheduling
If a driver can’t get home for a family emergency, or even a planned weekend, they’ll start looking for a fleet that supports work-life balance. In today’s labor market, that flexibility is non-negotiable.
Build in options for personal days, home-time preferences, and flexible start/end times where possible. A little scheduling effort can go a long way in preventing burnout.
Want some more information on why truck drivers quit? The 2024 Commercial Carrier Journal survey, “What Drivers Want,” offers some good insights.
2024 Commercial Carrier Journal Survey:
Why do you think fleets are having a hard time retaining drivers today?
| Reason | Company driver | Leased owner-operator |
| They don’t pay enough. | 72% | 64% |
| They don’t offer enough miles/loads. | 31% | 26% |
| They don’t get people home often enough. | 56% | 47% |
| There’s no career path. | 31% | 35% |
| They don’t respect drivers and the job they do enough or treat them as part of the team. | 66% | 62% |
| They don’t support their drivers and help them deal with shippers, law enforcement, etc. | 51% | 47% |
| They don’t provide good trucks/equipment for drivers. | 30% | 15% |
How Does Technology Create a Better Driver Experience?
Technology alone won’t solve driver turnover, but the right tools make it easier to keep your team together. Here’s how modern carriers are using systems like a TMS to reduce their driver turnover rate.
- Faster, accurate pay
With automated settlements tied to dispatch, drivers get paid on time. It also gives them clear visibility into what they earned and why. - Better communication
Mobile apps give dispatchers and drivers a direct line of contact. No more long hold times or missed messages. Drivers receive load details, updates, and alerts in real time. - Less downtime, more miles
Route optimization and load planning tools help drivers avoid deadhead miles and long waits at the dock, meaning more miles and more money. - Document capture on the go
Instead of scanning or mailing paperwork, drivers can snap a photo in the app. That speeds up invoicing and ensures they aren’t held responsible for admin delays. - Transparency and trust
When drivers can see their schedules, pay, and progress in one place, it builds confidence and keeps them in the job for longer.
It’s a simple equation. By reducing friction in a driver’s day, you reduce the risk of them leaving.
Webinar: Driver Turnover is Expensive. But It’s Not Inevitable
Some fleets have figured out how to keep turnover low and seats filled. The good news? It’s more achievable than you might think. In a webinar hosted by FreightWaves, Utah-based carrier James H. Clark & Sons teamed up with PCS to share how they’ve built a place where drivers want to stay and build their careers.
- Talk early, talk often: Quick, clear updates keep everyone on the same page and cut down on headaches for both drivers and dispatch.
- Work with drivers on home time: Flexibility for family and life outside the cab builds loyalty and trust.
- Get payroll right, every time: Accurate, on-time pay keeps drivers focused on the job, not worrying about their checks.
- Show drivers they matter: From a simple “thanks” to asking for their input, respect keeps morale high.
These are simple steps, but they add up to a workplace where drivers want to stay.
Watch the webinar on demand to hear the full story and see how you can put these ideas into action.
How to Create a Better Driver Experience?
High driver turnover makes it hard to grow your fleet, serve customers consistently, and stay profitable. Want to keep your best drivers? Make their work easier and more predictable.
PCS TMS for Carriers gives you the tools to do just that. From automated dispatch and real-time communication to fast, accurate settlements, it helps you build a driver-first operation.
Want to see how it works?
Request your personalized demo today and start creating a better experience for your drivers and your team.
FAQ
According to the American Trucking Associations, large truckload carriers experience annual turnover rates exceeding 90%. This high rate reflects frequent movement of drivers between companies, rather than exits from the industry.
High turnover leads to increased costs in recruiting, onboarding, and training new drivers. It also causes operational disruptions and can affect service quality. Improving retention helps maintain consistent operations and reduces these costs.
Implementing a transportation management system (TMS) can streamline dispatching, routing, and communication. Mobile apps allow drivers to receive updates and submit documents easily, enhancing their day-to-day experience.
Providing clear communication, consistent scheduling, timely compensation, and opportunities for feedback can improve driver satisfaction. Utilizing technology to reduce administrative burdens also contributes to better retention.
PCS TMS for Carriers offers tools that automate dispatch, manage driver settlements, and facilitate real-time communication. By simplifying operations, it helps create a more efficient and driver-friendly environment.
Effective communication ensures drivers are informed and can provide feedback. Utilizing mobile platforms for updates and messaging helps maintain transparency and trust between drivers and management.
Accurate and timely compensation can make or break a relationship with a driver. Automated payroll systems that provide clear breakdowns of earnings can increase driver trust and reduce turnover.
By adopting integrated systems that streamline operations, provide real-time information, and reduce manual tasks, fleets can enhance the driver experience and improve retention.
