Why Truck Drivers Quit

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 just simply being "the way it is." Turns out, there is, and that's what we'll be exploring in this article, as well as what carrier companies can do to avoid driver turnover. Let's get into it.

Key Points to Consider with Truck Driver Turnover

• The main reason drivers leave is from a lack of respect and consistency (Not pay! Though, that's still very important)
• It's important for drivers to ask (and for carriers to clearly address) all of the tough questions before signing on.
• If something doesn't feel quite right at driver orientation, then it likely isn't. Pay attention and trust your intuition. 
• Want to keep drivers? Make them feel valued. They're people; not numbers or machines. And the trucking industry depends on them.
  
  

Why Drivers Really Leave

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 on why they decided to switch carriers or quit:

• Unpredictable home time: Many drivers talk about how the promises made during recruiting don't line up once they're on the road, and after enough broken promises, boom — they're gone.
  
  
• Lack of respect: Drivers are people. Not machines and not numbers. They want (and need) to be treated as such. For carriers, this means speaking mindfully, listening to their concerns, and being empathetic to any problems they encounter.
  
  
• Poor communication: Just like in any relationship — whether with a friend, a spouse, or a coworker — communication is everything. Poor communication leads to misunderstandings, and those lead to mistakes and frustration.
  
  
• Unpaid time: Volunteering is one thing, but when you're on the clock, you expect to be paid. Drivers are no different, and this includes time spent sitting at docks, waiting on loads, and dealing with delays.

The bottom line is this: drivers leave when they stop feeling valued, so honor their time and treat them with respect, and they'll be much more likely to stick around.

What Questions Should Drivers Ask Before Signing On?

Asking a driver recruiter all of your questions is one of the most important things you can do to fully prepare yourself before deciding to join on (or not). You're interviewing them just as much as they're interviewing you. But aside from the obvious questions ("How much do you pay," "Where do you run," etc.), here are some great questions to ask that reveal more about how you'll be treated:

• What's your turnover rate? Yeah, it's blunt and to the point, but don't be afraid to ask it! High turnover suggests something in the company's culture isn't working and it's a big red flag.
  
  
• How do you handle home time? This one requires follow-ups. Don't settle for vague, blanket responses. Get specifics. Ask things like "How often?" "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 know that 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 might tell you what you want to hear, but you know: drivers keep it real.

If a recruiter is hesitant or downright unable to give you clear answers to these, it might be a sign to keep looking.

Orientation Red Flags

Alright, so you've spoken with a driver recruiter, asked all your big questions, and things sounded great. Now you've made it to your orientation and you're excited to get on the road. That's all well and good, but don't let your excitement cloud your ability to spot these orientation red flags:

• Rushed onboarding: If orientation feels like a blur, then that 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 then, it probably won't later.
  
  
• Poorly maintained equipment: This can be a tell-tale sign of the company culture. If they cut corners on maintenance and equipment, they likely do the same with drivers.

This is just a good rule for life: trust your intuition. If something feels off, it probably is.

What Can Carriers Do to Keep Drivers?

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 isn't just ethical, but 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 does it help keep turnover down, but it also boosts morale and, consequentially, productivity. 

No, it's not complicated. But it does require a committed, long-term effort from the carrier company.

Last Stop

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 are feeling unheard, undervalued, or burned out. 

It's a problem that's gone on much too long in the industry, which means a solution is not something that will happen overnight. It requires a commitment towards building a culture that puts respect, and drivers, first. Something ATS has firmly believed in since it was founded by a driver in 1955.

When drivers feel respected, they stay on. And when they stay on, everyone wins. 

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.