With 70 years' experience in the trucking industry, Anderson Trucking Service (ATS) has seen it happen: good, dependable drivers switching carrier companies or hanging up their keys and leaving the trucking industry altogether. Sometimes it happens quietly, out of nowhere; other times, it's the result of pent-up, full-blown frustration. Regardless of how it happens, the fact is this: it happens way more often than people outside the trucking industry realize.
But why? There has to be more to it than simply being “the way it is.” Turns out, there is, and that's what we'll explore in this article, along with what carrier companies can do to avoid driver turnover. Let's get into it.
Key Points to Consider About Truck Driver Turnover
- The main reason drivers leave is a lack of respect and consistency — not necessarily pay, though pay is still very important.
- Drivers should ask, and carriers should clearly answer, all the tough questions before a driver signs on.
- If something does not feel right during driver orientation, it may not be. Pay attention and trust your intuition.
- Carriers that want to keep drivers should make them feel valued. Drivers are people, not numbers or machines, and the trucking industry depends on them.
The Main Reasons Truck Drivers Quit Their Jobs
When talking about truck driver turnover, pay is often the first thing people point to. After all, cash rules everything around us. And it makes sense. Pay is top-of-mind for many drivers and is a key factor in determining which carrier company they sign on with.
For carriers, take this to heart: paying drivers fairly for their time is the simplest path to long-term retention.
But money isn't everything. Talk to enough drivers, and you'll hear a few common themes about why they decided to switch carriers or quit:
- Unpredictable home time: Many drivers say the promises made during recruiting do not line up with what happens once they are on the road. After enough broken promises, boom — they're gone.
- Lack of respect: Drivers are people. They are not machines or numbers. They want and need to be treated as people. For carriers, this means speaking mindfully, listening to their concerns, and showing empathy when problems arise.
- Poor communication: Just like in any relationship — whether with a friend, spouse, or coworker — communication is everything. Poor communication leads to misunderstandings, and those misunderstandings lead to mistakes and frustration.
- Unpaid time: Volunteering is one thing, but when you're working, you expect to be paid. Drivers are no different. This includes time spent sitting at docks, waiting on loads, and dealing with delays.
What Is Truck Driver Turnover?
Truck driver turnover happens when drivers leave a carrier and the carrier must recruit, hire and onboard other drivers to replace them.
What Is Detention Pay?
Detention pay is compensation for time a driver spends waiting during loading or unloading. For drivers, unpaid waiting time can become a major source of frustration.
Truck Driver Turnover Factors at a Glance
| Driver Concern | Why It Can Lead to Turnover |
|---|---|
| Unpredictable home time | Recruiting promises may not match a driver's actual schedule, which can weaken trust. |
| Lack of respect | Drivers may feel like numbers instead of valued professionals. |
| Poor communication | Misunderstandings can lead to mistakes, frustration, and a weaker working relationship. |
| Unpaid time | Drivers may spend working time waiting at docks, on loads, or through delays without compensation. |
| Unmet recruiting expectations | A mismatch between what was promised and what the driver experiences can cause the driver to leave. |
The bottom line is this: drivers leave when they stop feeling valued. Honor their time and treat them with respect, and they'll be much more likely to stick around.
What Questions Should Truck Drivers Ask Before Signing On?
Asking a driver recruiter all of your questions is one of the most important things you can do as a driver before deciding whether to join a carrier. You're interviewing the carrier just as much as the carrier is interviewing you.
Aside from the obvious questions, such as “How much do you pay?” and “Where do you run?”, these questions can reveal more about how you'll be treated:
- What's your turnover rate? Yes, it's blunt and to the point, but don't be afraid to ask it. High turnover may suggest that something in the company's culture is not working, which can be a major red flag.
- How do you handle home time? This question requires follow-ups. Do not settle for vague, blanket responses. Ask for specifics, including “How often?” and “What happens if you miss it?”
- Do you pay for detention or layover time? You should get paid for your time. All of it. Sitting unpaid is a huge source of frustration in the trucking industry, so make sure you understand whether the company will value your time.
- Can I talk to some of your current drivers? This may not always be an option, but it's still worth asking. Recruiters may tell you what you want to hear, but drivers keep it real.
If a recruiter is hesitant or unable to give clear answers, it may be a sign to keep looking.
Related: 65 Key Questions All Truck Drivers Should Ask Recruiters Before Saying “Yes”
Truck Driver Orientation Red Flags
Alright, so you've spoken with a driver recruiter, asked all your big questions, and heard answers that sounded great. Now you've made it to orientation, and you're excited to get on the road. That's all well and good, but don't let your excitement keep you from spotting these orientation red flags:
- Rushed onboarding: If orientation feels like a blur, it may mean the company expects high turnover. Not good.
- Vague pay or policy explanations: Orientation is when everything should start to make sense. If it doesn't make sense then, it probably won't make sense later.
- Poorly maintained equipment: This can be a telltale sign of company culture. If a carrier cuts corners on maintenance and equipment, it may also cut corners when dealing with drivers.
This is a good rule for life: trust your intuition. If something feels off, it probably is.
What Can Carriers Do to Reduce Truck Driver Turnover?
The answer here is as obvious as a slap to the face, but why be subtle at this point?
Pay drivers for all of their time.
If there's one thing that can drastically reduce truck driver turnover, that's it. Every minute spent stuck in traffic, waiting on a load, or sitting at a dock is still time spent working and needs to be compensated as such.
Doing so is not just ethical. It sends a powerful and clear message to drivers: your time matters.
You'll be amazed at the ripple effects when drivers feel valued. Not only can it help keep turnover down, but it can also boost morale and, consequentially, productivity.
Important as pay is, it is still only one piece of the puzzle. True driver retention is also about:
- Transparency: Be clear and upfront about expectations, pay, home time and other company policies.
- Following through on every promise: Keeping promises is always important for building trust, but it is especially important during the formative onboarding process.
This is all pretty straightforward stuff. At least, it should be. But because these values have not traditionally been part of trucking culture, getting there takes real commitment and time from companies that want to do things the right way and hold on to their drivers.
Why Respect and Consistency Help Keep Truck Drivers
At the end of the day, the trucking industry depends on the men and women who are actually behind the wheel, and right now, too many of them feel unheard, undervalued, or burned out.
It's a problem that has gone on for much too long in the industry, which means a solution will not happen overnight. It requires a commitment to building a culture that puts respect, and drivers, first — something ATS has firmly believed in since it was founded by a driver in 1955.
It's about providing drivers with the stable and fulfilling life they look for in the industry.
In short, when drivers feel respected, they stay on. And when they stay on, everyone wins.
Frequently Asked Questions About Truck Driver Turnover
Why do truck drivers quit?
Truck drivers may quit because of unpredictable home time, poor communication, unpaid working time, a lack of respect, or promises made during recruiting that do not match the reality of the job. Pay also remains an important factor.
Is pay the main reason truck drivers leave a carrier?
Pay matters, and drivers should be compensated fairly for all of their working time. However, drivers may also leave when they experience inconsistent home time, poor communication, broken promises, or a lack of respect.
What questions should drivers ask a recruiter?
Drivers should ask about the carrier's turnover rate, home time policies, detention and layover pay, and whether they can speak with current drivers. Clear answers can help a driver understand how the carrier operates before signing on.
What are common driver orientation red flags?
Common red flags include rushed onboarding, vague explanations about pay or policies, and poorly maintained equipment. If something feels off during orientation, drivers should pay attention to that feeling.
How can carriers reduce truck driver turnover?
Carriers can reduce turnover by paying drivers for all of their working time, communicating clearly, setting realistic expectations, following through on promises, and treating drivers with respect.
What helps truck drivers stay with a carrier?
Drivers are more likely to stay when they feel valued, receive clear communication, can rely on consistent expectations, and believe the carrier respects their time.
The Bottom Line
Truck drivers rarely leave because of one issue alone. Pay, home time, communication, recruiting expectations, and respect all shape the driver experience. Carriers that value drivers' time, communicate clearly, and follow through on their promises give drivers stronger reasons to stay.
If you're ready to drive for a carrier that's supported and valued drivers for over 70 years, check out our opportunities and speak with an ATS driver recruiter today.