Onboarding Drivers with the Aim of Reducing Turnover

For small but growing fleets, the first 90 days with a new driver often determine whether that hire becomes a long-term asset or a costly churn. Onboarding isn’t just paperwork; it’s a structured experience that blends compliance, culture, and coaching.

When you design it intentionally, you shorten time to productivity, reduce early attrition, and build a reputation that attracts better candidates. The payoff shows up in safer operations, steadier cashflow, and fewer empty seats—critical advantages when every truck, lane, and driver hour matters.

Build a 90-day plan that starts before day one

Strong onboarding begins in “preboarding.” As soon as an offer is accepted, send a concise welcome packet that spells out pay structure, home-time expectations, typical routes, and whom to call for what. Share a simple first-week schedule—orientation, safety review, time with dispatch, and a ride-along—so drivers know what to expect and show up prepared.

Then outline a 30/60/90-day plan with clear milestones such as proof-of-delivery (POD) accuracy, Hours-of-Service (HOS) compliance, and on-time performance. Resources like the Society for Human Resource Management’s onboarding guidance provide a useful framework you can adapt to the realities of over-the-road work.

Preboarding is also the right moment to set expectations about communication rhythms (who calls whom and when a call should occur), pay transparency (what triggers adjustments or bonuses), and what a great first month looks like. A brief welcome video from leadership and a call from dispatch prior to day one add a personal touch that reinforces your culture before a driver ever turns a wheel.

Make compliance seamless and useful

Regulatory steps can feel like either friction or a confident start. Standardize your driver qualification file using the requirements in 49 CFR Part 391 (Driver Qualifications), and keep a checklist of the §391.51 DQ file contents (application, road test, medical certificate, MVRs, prior-employer checks). Treat the FMCSA Drug & Alcohol Clearinghouse full pre-employment query and the Pre-Employment Screening Program (PSP) report as table stakes on day one, and mark your annuals on your calendar so nothing slips later. 

Digitize what you can: e-sign hiring packets, store driver qualification files in a secure system, and automate reminders for medical card renewals and MVR pulls. Present all of this not as red tape but as part of a professional safety culture that protects the driver’s CDL and the company’s reputation. When compliance is organized, predictable, and explained in driver-first terms, it builds trust—and trust is the best retention tool you own.

coach for confidence in the first 90 days

Early attrition often stems from uncertainty: “Am I doing this right?” Assign a mentor or lead driver for check-ins after the first run, at week two, and at 30/60/90 days. Use your electronic logging data (ELD)/telematics data to drive short, constructive conversations—idle percentage, speed discipline, HOS utilization—so feedback feels objective, not personal. Tie coaching to tangible wins: predictable home time; fast answers from dispatch; and prompt, accurate pay. Publish a simple, two-page scorecard so drivers can see their own improvement and understand how it maps to bonuses or recognition.

Close the loop by inviting feedback from new hires on what’s confusing, what slows them down, and where your process creates friction. A quarterly new-driver roundtable often uncovers small fixes, like a clearer dock checklist or a standard receiver contact list, that reduce stress and errors. A structured, supportive start creates momentum that outlasts the learning curve and cuts turnover that erodes profit.

At Joe Morten & Son, Inc., we work with trucking operations to protect their bottom lines. If you’re looking to protect your investment, we’re here to help.