How to handle high driver turnover in the haulage industry

Losing drivers in the haulage industry isn’t just inconvenient—it’s expensive. Studies show that hiring and training new drivers can cost up to twice as much as retaining experienced ones. With long hours, challenging work, and limited perks, it’s easy to see why turnover is high.

But keeping skilled drivers on your team has real advantages: it lowers training costs, improves service quality, and reduces the strain on your entire team.

If you’re ready to tackle driver turnover head-on, we’ve put together some for proven strategies to boost retention and build a loyal, long-term team.

How driver turnover affects your business—and why retention matters

High driver turnover affects more than just your recruitment budget. It disrupts routes, lowers team morale, and can even damage your company’s reputation.

Drivers often leave for reasons that seem straightforward but have a big impact: long hours, demanding work, and the need for better work-life balance.

On top of that, larger haulage companies like DHL, Eddie Stobart, and Wincanton are constantly on the lookout for skilled drivers. They offer competitive pay and benefits that can be hard to match.

If you’re not addressing these issues, you risk losing your drivers to these larger firms.

By tackling the root causes of turnover and focusing on what drivers value most, you create a workplace that drivers want to stay with.

Retaining experienced drivers also makes your day-to-day fleet management a lot easier. They know your routes, clients, and expectations well, boosting efficiency across the board.

A stable, committed team not only cuts down on recruitment costs but also lifts morale, helping to build a loyal, motivated workforce that benefits your entire operation.

5 strategies to reduce HGV driver turnover

Reducing driver turnover requires a mix of the right benefits, fair scheduling, and a culture that respects and supports drivers. Here’s what works.

1. Offer competitive driver benefits

Driver benefits are a major factor in why drivers stay or go.

Competitive packages, like health coverage, pension options, and performance bonuses, show drivers that they’re valued. Even smaller perks can go a long way, like meal allowances, fuel incentives, and wellness programmes.

Together, these create a support system that makes drivers feel invested in their role, improving driver retention.

2. Invest in career development and training

Drivers, like anyone else, want to see growth in their careers.

Offering regular HGV driver training and covering costs for additional certifications can make a difference. Opportunities for advancement, like leadership roles or specialised certifications in fleet management, give drivers a clear path forward.

When drivers see that your company supports their career growth, they’re far more likely to stay.

3. Create a supportive workplace culture

Drivers are far more likely to stay when they feel valued, respected, and heard.

Building a supportive workplace culture starts with recognising achievements, creating open feedback channels, and genuinely listening to drivers’ concerns. When drivers know their voices matter, they feel more connected to the company.

Establishing clear communication practices can make a big difference:

• Monthly one-on-one meetings: Regular check-ins with drivers give them the chance to raise concerns, discuss their workload, and share any challenges. This consistent touchpoint shows that their well-being matters to you.
• Open-door policy: Encourage an open-door policy where drivers feel comfortable approaching management with questions, ideas, or issues. Knowing they can speak openly fosters trust and makes drivers feel respected.
• Anonymous feedback forms: Sometimes drivers prefer to voice concerns privately. Offering anonymous feedback options allows them to share their thoughts without hesitation, helping you identify areas for improvement.
• Regular team discussions: Hosting team meetings to discuss workloads, challenges, and general updates promotes a sense of teamwork and transparency. It also allows drivers to support each other and see that management is addressing common concerns.
• Recognising achievements and milestones: Recognising safe driving records, service milestones, or exemplary performance reinforces drivers’ contributions to the company’s success. This can be as simple as a monthly shout-out, a small gift, or a company-wide email.

Open communication not only builds trust but also boosts driver loyalty, morale, and retention. The more respect drivers feel, the more likely they are to stick around and invest in the company’s success.

4. Provide a balanced work-life schedule

Drivers today need more than just a paycheque—they need work-life balance.

Offering flexible scheduling and fair time-off policies lets drivers balance work with their personal lives, keeping them happier and more focused on the job. Rest breaks, balanced workloads, and supportive scheduling have a real impact on retention by helping drivers avoid burnout.

Companies that prioritise work-life balance see a higher level of driver loyalty.

5. Use telematics and fleet management tools

The right technology can take some of the pressure off drivers.

Telematics and fleet management systems can help with everything from real-time route adjustments to delay management, reducing driver stress. TMS integrations also make route planning easier and improve communication, giving drivers the tools they need to do their job well.

When drivers feel supported by technology, they’re more likely to stay.

Driver retention metrics worth tracking

Measuring retention helps you understand what’s working and where there’s room to improve. Tracking specific metrics can make your retention strategy more targeted and effective, and it ensures you’re not guessing at the reasons drivers stay or leave.

Here are some straightforward retention metrics to monitor:

1. Turnover rate

Your driver turnover rate gives a clear view of how often drivers leave over a set period.

This rate can highlight whether you’re facing high turnover compared to industry averages and if your retention strategies are working. Calculate your turnover rate monthly, quarterly, or annually to see any improvements over time.

2. Average tenure

The average tenure of your drivers shows how long drivers typically stay with your company.

A shorter tenure could indicate that drivers don’t feel there’s a future with the company, while longer tenures suggest loyalty and satisfaction. Tracking this metric can help you identify patterns and address any issues early on.

3. Retention rate

Retention rate is the percentage of drivers who stay with the company over a certain period, such as six months or a year.

High retention rates are a positive sign that your benefits, culture, and overall management practices are working. If your rate is low, it may be worth revisiting key areas like benefits, work-life balance, and career progression.

4. Driver satisfaction scores

Consider conducting regular driver satisfaction surveys to gauge how drivers feel about their roles, working conditions, and the support they receive.

Satisfaction scores offer direct insight into what drivers like and where they feel improvements are needed. Act on this feedback to strengthen driver retention.

5. Cost per hire

While it isn’t a direct retention metric, your cost per hire gives insight into the financial impact of turnover.

It covers recruiting, onboarding, and training costs for new drivers. A high cost per hire signals that frequent turnover is likely affecting your bottom line. Lowering your turnover means you’ll spend less on hiring and training new drivers, freeing up resources to invest in retention.

Conclusion

Tackling driver turnover doesn’t happen overnight, but focusing on drivers’ needs—through the right benefits, positive culture, and smart use of technology—can make a real difference. Investing in driver retention not only strengthens your team but also builds a resilient fleet that supports your company’s long-term success.

By reducing driver turnover, you’re setting your haulage business up to thrive.

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