Truck Driver Turnover Trends by Region

National surveys from late 2025 paint a clear picture of the trucking workforce. Over 56 percent of drivers reported searching for new jobs, up sharply from earlier in the year, with turnover rates for large truckload carriers averaging around 90 percent annually based on long-term American Trucking Associations data.

This churn hits hardest in regions with heavy freight demand and long-haul routes. Midwest carriers, for example, have reported turnover as low as 32 percent in some operations compared to the broader industry average, thanks to focused efforts on driver input and scheduling. Southern and Western regions face higher pressure from booming ports and e-commerce, while Northeast fleets deal with traffic and shorter hauls that still demand reliability.

Fleets that keep drivers longer invest in what matters most, and those patterns show up differently depending on where the trucks roll.

Key Factors That Help Drivers Stay Put

Home time tops the list every time. In a fall 2025 survey, 58 percent of drivers named it as their main reason for seeking a change, with 61 percent willing to take slightly less pay for more days at home.​

Predictable pay and steady miles come next, cited by over half of respondents. Drivers also mention dispatcher respect and clear communication as deal-makers, with nearly one in four feeling undervalued at their current spot.

These elements play out regionally. Midwest fleets often succeed with transparent scheduling that matches driver feedback, keeping turnover lower than national norms. In the South and West, where freight volumes fluctuate, carriers that maintain consistent equipment and quick issue resolution hold onto talent better.

How Fleets Build Loyalty in Tough Markets

Carriers responding to these trends focus on listening. Structured feedback channels and acting on driver input lead to higher satisfaction, as shown in multiple industry reports.

Newer equipment and training also matter. Access to reliable trucks reduces downtime frustration, a common complaint in high-turnover areas like the West Coast ports.​

Demographics add another layer. Nearly half of drivers are 56 or older, so fleets offering flexible schedules appeal to those balancing work and retirement plans.​

Which Regions Report Better Truck Driver Retention?

Surveys show the Midwest often leads with lower turnover, around 30 to 50 percent in standout carriers, compared to 75 to 95 percent in the West. Factors like steady Midwest manufacturing freight help, but it’s the focus on communication that sets top performers apart.

Do Drivers in Your Region Stay Longer with Carriers?

It depends on the fleet. In the South, where turnover runs 70 to 90 percent, drivers stick with companies offering solid home time and pay predictability. Northeast hauls see similar patterns, with respect and benefits tipping the scale for longer tenures.

What Are the Top Reasons Drivers Stay with Fleets in Different Regions?

Home time, consistent miles, and feeling respected rank highest nationwide, but regional specifics tie to local freight. Texas fleets in the South emphasize equipment, while Washington carriers in the West prioritize training amid port growth.

Search truck driver jobs near you on TruckDriversUS.com to find fleets in your region that drivers tend to stay with longer.

The post Why Truck Drivers Stay Longer with Some Fleets and How It Varies by Region appeared first on Truck Drivers USA.

Nationally, the Bureau of Labor Statistics reports a median annual wage of $57,440 for heavy and tractor-trailer truck drivers as of May 2024. The difference is how far that paycheck goes and how manageable the weekly routine feels in specific markets.

What retention usually comes down to

Across the industry, research on turnover emphasizes that retention improves when drivers can reduce unpaid time, avoid constant schedule churn, and maintain stable earnings. That is why conditions that support predictable freight, fewer deadhead miles, and consistent home time can translate into longer tenures.

The Southeast advantage drivers talk about

More freight within a shorter radius

Many Southeastern lanes allow drivers to stay moving without needing to run extreme lengths of haul. Dense population centers, distribution corridors, and port-connected freight can translate into more frequent reload opportunities, which support planning and reduce downtime.

State-level freight work in the region highlights how truck freight activity is organized around major corridors and hubs. For example, Georgia’s truck freight modal profile documents how goods movement by truck is structured across the state.

The cost of living is lower in several Southeastern states.

Lower prices do not make a hard job easy, but they do change retention math. Regional Price Parities from the Bureau of Economic Analysis show meaningful differences in price levels across states, with some of the lowest price levels in states like Mississippi. When housing, food, and services cost less, it is easier to build financial stability without chasing every mile.

Pay can be competitive relative to local costs.

Wages vary by state, but the more important question is what drivers keep after typical expenses.

In Tennessee, BLS-based wage data summarized through O NET reports an average wage of $55,610 for heavy and tractor-trailer truck drivers. In Alabama, statewide occupational wage reporting shows an annual mean of $55,926 for the same occupation group.

The point is not that every Southeastern state pays the most. The point is that in several Southeastern markets, earnings paired with lower regional price levels can support a more sustainable lifestyle, which shows up in retention.

Planning is easier when routes are repeatable.

A repeatable weekly pattern is one of the strongest retention drivers. It helps with sleep, meals, family time, and appointment scheduling. Where freight networks support consistent regional loops, drivers can often maintain routines that are harder to keep in long-haul patterns with irregular dwell and appointment times.

What carriers and stakeholders can measure to validate retention hotspots

If you are trying to identify which Southeastern states or metros are driving longer tenure, focus on measurable signals you can track quarterly.

Key metrics to monitor include:

• Average time between loads and percentage of weeks with forced downtime
• Percentage of loads that allow predictable home time windows
• Empty miles and deadhead hours by market
• Driver out of route events and reschedules tied to congestion and missed appointments
• Housing cost pressure in the main hiring metros using BEA price level data

This turns retention from a vague perception into something you can plan for and invest in.

How drivers can use this to make smarter job decisions

If you are comparing offers in Southeastern states, the goal is to evaluate schedule quality, not just cents per mile.

Before you commit, verify these items:

• What is the realistic home schedule, and how often does it slip?
• How frequently do drivers wait unpaid at docks in the lanes you will run?
• How often do dispatch plans change midweek?
• What is the typical reload pattern, including where the freight actually runs?
• How far does your paycheck go in that metro or region using state price level data?

Frequently Asked Questions

Do Southeastern states pay truck drivers more?

Not always. Nationally, the BLS median for heavy and tractor-trailer truck drivers was $57,440 in May 2024. Some Southeastern states may sit below that, but a lower cost of living can change what drivers keep after expenses.

Why would drivers stay longer in a lower-paying state?

Retention is often tied to predictable schedules, reliable miles, and financial stability. Research on turnover highlights how structural issues like unpaid time and instability drive churn. If a market supports steadier routines and lower living costs, drivers may stay longer even if gross pay is not the highest.

What is the most practical way to compare two states?

Compare net reality, not just the rate. Use pay data, cost of living indicators, and the schedule structure you are being offered. BEA Regional Price Parities are one way to compare state price levels.

Is this only true for regional jobs?

No. Any job with predictable freight and manageable home time can support retention. The difference is that certain Southeastern freight patterns often make predictability easier to achieve.

If you are weighing a move or trying a new lane, start by comparing openings by state and metro, then evaluate schedule reliability and cost of living alongside the advertised pay.

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Know Your Biggest Expenses

According to the American Transportation Research Institute (ATRI), the main fleet cost centers are:

• Fuel (largest variable expense)
• Driver wages and benefits
• Maintenance and repairs
• Insurance premiums
• Congestion-related costs

Fuel costs fluctuate but remain the most controllable expense, while insurance and maintenance continue to rise, to be honest.

1. Use Technology to Save Fuel

Using real-time fuel monitoring technology can save your fleet a lot of money. These tools help spot where fuel is wasted or if maintenance issues are hurting your mileage, without a doubt.

Here are some tips to get better fuel efficiency:

• Watch for drivers idling too long or accelerating hard
• Use GPS to find better routes and avoid traffic
• Consider fuel-efficient or alternative fuel vehicles when possible

Participating in fuel discount programs and training drivers on fuel-efficient techniques—like steady speeds, proper tire inflation, and minimizing idle time—can typically save up to 10% on fleetwide fuel costs.

2. Stay Ahead with Preventive Maintenance

Maintenance and repair costs are on the rise, but sticking to a regular preventive maintenance schedule can prevent expensive breakdowns and keep your trucks on the road. It’s worth noting. Keeping digital maintenance logs helps catch problems early, so you can fix them before they become costly.

3. Keep Skilled Drivers Happy

Driver wages are going up, so it’s important to keep your good drivers happy to avoid costly turnover and training new hires. Use performance management tools to track safety and productivity, helping you reward and keep your best drivers, without a doubt.

4. Make the Most of Your Assets

Uneven use of trucks and lots of empty return trips waste fuel and money. Optimization software can help balance mileage and loads, making better use of your trucks. Load-matching tech finds freight close by to reduce empty trips and increase profits.

5. Manage Insurance and Compliance Costs

Insurance premiums are climbing with accident risks, but telematics that monitor driver habits can improve safety scores and lower insurance costs. Using digital tools to stay compliant helps fleets dodge fines and keep running smoothly.

6. Work Smarter with Automation

Efficiency isn’t just on the road—digital platforms make it easier for drivers, dispatchers, and service teams to communicate, reducing administrative tasks and delays. Automating tasks and expenses helps you monitor expenses and forecast better, without a doubt.

Managing expenses carefully means smart planning, balancing expenses with safety and performance. Leveraging technology to improve fuel consumption, maintaining your trucks, keeping drivers happy, making good use of assets, and automating operations can help your fleet stay competitive and profitable.

The post TDUSA Guide to Controlling Operational Costs in Your Trucking Fleet appeared first on Truck Drivers USA.

The Real Cost Per Mile: Beyond the Basics

The ATRI report shows that in 2024, the average cost to operate a truck landed at $2.260 per mile. At first glance, that’s a hair lower (by 0.4%) than the previous year—thanks mostly to a dip in fuel prices. But every fleet manager and driver knows the real story’s in the details. Strip out the fuel, and you’ll see non-fuel costs actually surged 3.6%, with an all-time high of $1.779 per mile.

Where the Money Went

• Fuel & Repairs: Took a breather, giving budgets some short-term relief.
• Driver Wages: Edged up just 2.4%, trailing inflation and well behind earlier post-pandemic jumps.
• Truck & Trailer Payments: Climbed a hefty 8.3%, now at a record $0.390 per mile—equipment costs are something you simply can’t ignore.
• Driver Benefits: Bumped up 4.8% to $0.197 per mile, reflecting rising healthcare and support expectations.

Profit Margins: Crunch Time for the Industry

It was a year of tight margins across the board. The ATRI report notes that average operating margins barely scraped 2% in most sectors, while the truckload industry saw an average margin of -2.3%. On the bright side, less-than-truckload carriers (LTL) managed to keep in the black. For both drivers and managers, careful budgeting and efficient route planning were more critical than ever.

The Shifting Workforce: Who’s Driving the Change?

The average age of a truck driver is now 47, with many seasoned pros eyeing retirement and fewer younger folks stepping forward. Women make up just 4.1% of the workforce, a number gradually ticking upward.

What the Report Recommends:

• Get creative with recruitment: connect with younger generations using fresh messaging and tech.
• Consider historically underrepresented applicants, including former foster youth and those re-entering the workforce.
• Focus on retention by making the job appealing, equitable, and supportive.

Sustainability & Compliance: Keeping It Green and Legal

ATRI updated their go-to resources this year:

• Sustainable Freight Practices Compendium: Practical, driver-tested ideas to run greener—without sacrificing your schedule or profits.
• Idling Regulations Compendium: Your state-by-state guide to keeping things legal and avoiding unnecessary fines. Being up to date is simply good business.

Action Steps & Friendly Reminders

• Check your line-item costs often. Small increases add up, especially in equipment and benefits—review routinely and adjust where you can.
• Mind the workforce trends. Whether you’re hiring or driving, diversity and development aren’t just buzzwords—they’re business advantages.
• Leverage free resources. Visits to ATRI’s updated regulatory and sustainability guides can save you headaches and boost your bottom line.

Want to dig even deeper? Download the full ATRI reports for more details and strategies perfect for today’s trucking professionals:

• 2025 Operational Costs Report
• Idling Regulations Compendium
• Sustainable Freight Practices

Keep your wheels turning smart, and stay safe out there.

Source: ATRI

The post 2025 ATRI Report Insights: Practical Takeaways for Truck Drivers & Fleet Managers appeared first on Truck Drivers USA.

Offer Competitive Pay and Solid Benefits

Competitive pay remains a fundamental factor in driver satisfaction. Data from the American Trucking Associations (ATA) shows that carriers offering comprehensive compensation packages — including health insurance, retirement plans, and performance bonuses — experience significantly higher retention rates. For example, carriers that include benefits see up to 25% better driver retention year-over-year.

Prioritize Work-Life Balance with Scheduling Flexibility

Irregular schedules and time away from home are leading causes of driver turnover. The Bureau of Labor Statistics notes that drivers value predictable routes and options for regional or local driving that allow more home time. Fleets providing these options report up to 30% lower turnover, highlighting the importance of scheduling that respects drivers’ personal lives.

Build a Positive Company Culture

Truck drivers want to feel respected and appreciated. A positive work environment, open communication, and recognition programs have been shown to increase driver loyalty. The National Safety Council found that companies fostering strong workplace culture have 50% better driver retention, proving that respect and support pay dividends

Invest in Modern Trucks and Safety Technology

Drivers prefer carriers who maintain newer equipment equipped with advanced safety features. According to the Technology & Maintenance Council, such investments can reduce accidents by nearly 20%. Comfort and safety in the truck cabin — like ergonomic seats and driver-assist technologies — also contribute to job satisfaction and driver wellbeing.

Maintain Transparent Communication

Clear, honest communication about pay, routes, policies, and expectations builds trust. Studies show that transparency reduces misunderstandings and increases driver commitment. Whether during recruitment or ongoing employment, openness fosters stronger driver-company relationships.

Provide Career Development and Advancement

Opportunities for training, leadership, and professional growth encourage drivers to stay long term. Carriers that support driver development programs often see retention improvements of 20% or more, according to recent industry surveys. Tuition assistance and skills upgrading also attract ambitious drivers.

Streamline Recruitment and Onboarding

A smooth, efficient hiring and onboarding process makes a strong first impression. Using digital recruitment tools to speed applications and maintain fast communication helps carriers fill positions faster and improves early driver satisfaction, setting the stage for long-term success.

The key to standing out to CDL drivers in 2025 lies in focusing on what truly matters to drivers: competitive pay and benefits, work-life balance, positive company culture, modern equipment, transparent communication, career development, and efficient recruitment. Truck Drivers USA (TDUSA), a trusted expert and advocate for drivers nationwide, highlights these priorities as essential for carriers aiming to build loyalty and reduce turnover. By aligning with these proven strategies, trucking carriers can secure a strong, committed driver workforce for the future.

The post How Trucking Carriers Can Stand Out to CDL Drivers in 2025 appeared first on Truck Drivers USA.

At the Truckload Carriers Association’s annual meeting in Phoenix, a panel of young industry leaders tackled this issue head-on, offering insights on what makes Gen Z tick and how companies can better appeal to this new wave of workers. Commercial Carrier Journal covered the discussion, highlighting key takeaways that can help trucking adapt to the future.

Breaking Industry Stereotypes

Samantha Bodnar, president of D.M. Bowman Inc. and executive officer at The Bowman Group, admitted that despite her family’s deep roots in trucking, she initially wasn’t drawn to the industry. But after giving it a shot, she found it more exciting than expected. “Anything else after this would be boring,” she said, reflecting on how trucking’s dynamic nature changed her perspective.

Jason Douglass, Vice President of Operations & Recruiting at James H. Clark and Son, believes the industry struggles to communicate its value to younger generations. “Drivers can make $100,000 a year,” he pointed out. As a former driver himself, he understands how life-changing that earning potential can be. Yet, many young people don’t see trucking as a viable path, largely due to outdated perceptions.

However, Gen Z isn’t solely motivated by money. Ryan Whelan, Fleet Sales Representative at Volvo Trucks Canada, emphasized, “The new generation doesn’t see their job as just a paycheck.”

What Matters More Than a Big Salary

For Gen Z, work-life balance and a positive workplace culture often outrank high earnings. Douglass put it plainly: “We’re looking for a culture of respect and a home-life balance. Employees want to be heard, and they want to be validated.” He added, “We saw our parents get laid off from jobs, so we don’t feel that loyalty back. We want to work our asses off, get respected for the work we do, and we want time at home.”

This shift in priorities means that trucking companies relying on old-school management styles will struggle to retain young talent. Instead, businesses need to foster an environment where workers feel valued, respected, and supported.

Expanding Awareness Beyond the Driver’s Seat

One major barrier preventing more Gen Z workers from considering trucking is the misconception that the industry only offers driving jobs. Whelan pointed out that many university graduates overlook trucking because they don’t realize how many different career paths exist within it.

To change that perception, trucking companies must actively promote the industry’s diverse opportunities. Engaging with schools, leveraging social media, and sharing real-life success stories can all help reposition trucking as a dynamic and rewarding career field.

Culture-Focused Hiring Pays Off

In recent years, the leadership team’s average age has dropped by more than a decade at D.M. Bowman Inc. Bodnar explained that this wasn’t a calculated strategy but rather a natural result of hiring employees who fit the company’s culture.

“If we hire someone that has the culture we want, they just enjoy work more,” she said. Though this approach may take longer, it leads to a stronger, more engaged workforce. “You want to enjoy going to work every day.”

Douglass echoed this sentiment, urging companies to be intentional about hiring. “If somebody is not a right fit for your company, move on to the next applicant.” He believes the so-called “driver shortage” stems from mismatches between drivers and employers. “The driver shortage is because the wrong drivers are with the wrong company.”

Bridging the Generational Gap Through Mentorship

Older truckers take decades of knowledge and experience with them as they retire. Douglass believes mentorship is the key to keeping that wisdom in the industry. “Every carrier has at least one driver who is just chomping at the bit to be a mentor,” he said.

Structured mentorship programs don’t just help preserve industry knowledge; they also create a sense of support for younger employees, making their transition into trucking smoother.

Source: Commercial Carrier Journal

Image Source: (Commercial Carrier Journal) Brad Klepper, President, Driver’s Legal Plan; Samantha Bodnar, President, D.M. Bowman Inc. and Executive Officer, The Bowman Group; Jason Douglass, Vice President, Operations & Recruiting, James H. Clark and Son; and Ryan Whelan, Fleet Sales Representative, Volvo Trucks Canada

The post How Trucking Can Win Over Gen Z with Respect, Culture, and More Than Just a Paycheck appeared first on Truck Drivers USA.

The reasons why drivers are seeking new opportunities offer additional insights into their motivations. For many, the imbalanced freight market remains a significant factor, with an 11% increase in drivers seeking consistent miles compared to the Spring 2024 survey. Additionally, drivers are increasingly concerned about their benefits, with nearly 25% more drivers this year seeking improved benefits compared to the spring. As the industry faces these challenges, providing drivers with high-quality, consistent work, better pay, and upgraded equipment can be a key component of retaining top talent. This growing demand for quality equipment, which has increased by 20% since the last survey, underscores the importance of offering drivers well-maintained trucks that support their ability to achieve consistent miles.

On the flip side, while 40.7% of drivers are actively job hunting, 59.3% of respondents said they are not currently seeking a new position. However, many of these drivers are still feeling the effects of the freight market and are closely watching for signs of improvement. For example, 21.5% of drivers indicated they are waiting for the economy to improve before making a move, reflecting a significant increase from 16.2% in the Spring 2024 survey. When combined with those already actively searching for a new job, it’s clear that 61% of drivers are either looking or could soon be considering a move. This statistic underscores the importance of retaining the drivers you already have and addressing their concerns before they decide to leave.

Understanding the cost of turnover is the first step toward improving retention. Fleets that do not yet have a solid retention plan in place must prioritize creating one to combat the rising turnover rates. Without a clear plan, the cost of losing experienced drivers can be staggering. Retention should be a focal point for any fleet looking to stay competitive in the evolving market.

Looking ahead to 2025, drivers are divided on whether the upcoming year will be better than 2024. According to the survey, 51.1% of drivers are optimistic that 2025 will bring improvements, while 48.9% are less certain. The mixed sentiment reflects the broader economic uncertainty, though many drivers are holding out hope for a rebound in the freight industry. Fleet managers should take note of this optimism and share positive news with their drivers, particularly if freight levels are showing signs of recovery. Highlighting wins from the sales team and improvements in freight can help to keep morale high and retain drivers who are watching for positive changes in the market.

In conclusion, the insights from the Fall 2024 Truck Driver Survey emphasize the importance of understanding what drives driver decisions and the need for proactive communication and retention strategies. By addressing issues such as pay, benefits, and equipment quality, fleets can better position themselves to retain their drivers and attract new talent. With driver sentiment indicating both caution and optimism for the future, fleets that adapt to these trends will be better equipped to navigate the challenges ahead and set themselves up for success in 2025. Download the survey here for more insights from drivers!

Source: Conversion Interactive Agency & PDA Fall 2024 Truck Driver Survey

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