Leonard’s Express Slashes Driver Turnover – And It’s Not Rocket Science

by TRUCKERS VA
(UNITED STATES)

📉 Introduction – Finally, a Company That Gets It

In an industry where driver turnover is sky high — we’re talking 80–100% in some fleets — one company just proved that you can keep drivers happy and rolling.

🎯 Leonard’s Express cut driver turnover by 15%, and they didn’t use magic or millions.

They used engagement calls and a driver advisory board. That’s it. Real conversations. Real listening.

Simple stuff. So... why aren’t more companies doing it?

🚛 What Leonard’s Did Differently

Let’s break this down for the folks in the back:

📞 Engagement Calls – Leonard’s started calling drivers on purpose, not just when something was wrong. These weren’t dispatch calls. They were check-ins.
🧠 Driver Advisory Board – Instead of guessing what drivers want, they actually asked. They formed a board of real drivers to give feedback on company policies and priorities.
🤝 Follow-Through – The company actually acted on the feedback. Not just “we’ll look into it” lip service.
🪪 Recognition & Respect – Drivers said they felt seen for the first time — not just as numbers or seat-fillers.
📈 Results? – A 15% drop in turnover and a whole lot more buy-in from the people who matter most — the drivers.

🗣️ What Drivers Are Saying

Leonard’s didn’t just toss out buzzwords like “family culture” and hope for the best.

They listened. And drivers noticed.

Here’s what some of them said:

“For the first time, I felt like I had a say in how things run.”
“Those calls made me feel like more than just a truck number.”
“They actually took our ideas and did something with them. That never happens.”

Compare that to the typical experience:

“They only call when I’m late.”
“Meetings are just a formality.”
“They say ‘open-door policy,’ but nobody’s listening.”

Yeah... it ain’t hard to see why turnover drops when drivers feel respected.

📊 The Turnover Problem Is Real – But Solvable

Let’s not sugarcoat it — driver turnover is a straight-up epidemic.

Why do drivers quit?

🛑 Poor communication
🛑 Broken promises
🛑 Feeling disrespected or ignored
🛑 Pay and home time issues
🛑 Being treated like a steering wheel holder

Leonard’s didn’t fix every one of those — but they tackled the root issue: lack of connection.

You can throw bonuses and sign-on cash all day, but if a driver feels like nobody gives a rip — they’re gone.

💼 Why This Matters for the Whole Industry

Let’s get real for a second. The entire trucking industry’s been bleeding drivers for years. Most companies are stuck in a rinse-and-repeat cycle:

Hire fast.
Burn out drivers.
Repeat.

But what if... we didn’t?

Leonard’s model proves that retention is cheaper and more effective than constant hiring.

🎯 Lower turnover = lower recruiting costs
🎯 Happier drivers = better performance & safety
🎯 Consistent drivers = better customer satisfaction

And most importantly:
🎯 Word of mouth from happy drivers brings in new ones

🧠 So Why Aren’t More Fleets Doing This?

That’s the million-dollar question.

Maybe they don’t think it’ll work.
Maybe they’re stuck in old-school thinking.
Or maybe... they just don’t want to hear the hard truths drivers would say.

But here’s the harsh reality: If you’re scared to listen to your drivers, you don’t deserve to keep them.

🚦 Bottom Line

Leonard’s Express didn’t need a tech revolution or government grant to drop their turnover.

They picked up the phone.
They opened their ears.
And they proved that respect costs less than recruiting.

Drivers don’t expect perfection — but they sure as heck expect to be treated like professionals.

And Leonard’s just gave the entire industry a roadmap.

📣 Call to Action

🚛 Are you a driver stuck in a company that doesn’t listen?
🧠 Thinking about your next move — or your exit plan?

Don’t wait ‘til burnout forces your hand.

👉 Start building a plan B at RetireFromTrucking.com

👉 For more behind-the-scenes truths, visit LifeAsATrucker.com

Because driving is hard enough. You shouldn’t have to fight your own company too.