A driver leaving is easy to see. The expectations, decisions, and unresolved concerns leading up to that departure can be harder to trace.

Here, I examine early driver departures through the company practices surrounding them: recruiting, onboarding, dispatch, leadership, and the cost of starting over.

These articles are written for transportation leaders who want to ask better questions and understand what deserves attention in their own operation.

Start Here

Explore some of my articles on:

• The gap between the job presented and the job experienced.
• The handoff from recruiting to operations.
• How early driver concerns are recognized and handled.
• Vacancy days and the operational cost of replacing drivers.

They can be read through my LinkedIn Newsletters:

The Workforce Stability Brief

Inside the Driver Seat

Before You Say Yes

Put the questions to work

If these situations sound familiar, the First 90 Days Workforce Stability Assessment provides a focused way to examine selected departures in your company.

Here are a few articles worth checking out:

The Driver Left. Recruiting and Operations Blamed Each Other

Everything Checked. Except the One Thing That Predicts Whether They'll Stay.

We've Been Looking at Driver Turnover the Wrong Way

Discuss Your Own Assessment

Tell me what you are seeing.

Are your drivers leaving within their first 90 days? Are the same explanations coming up while recruiting and operations work through another replacement?

Share with me a little about your company and what is happening. We can discuss whether the First 90 Days Workforce Stability Assessment is a useful starting point.

You do not need to know the cause before we talk.