How driver feedback systems improve overall truck driver satisfaction

Q: Are truck drivers happy?

Only 49% of truck drivers in the UK reported feeling motivated to work for their company, with poor communication being the most common criticism (see sources 2-3).

Q: How to measure job satisfaction?

You can begin measuring job satisfaction by establishing an effective feedback system targeting drivers in your fleet. Be sure to clearly define the goals and scope of your feedback system, choose a format that works with your company culture and within your budget and communicate with your drivers to boost engagement. Most importantly, measure progress, act on feedback and share progress!

Q: How to ask for professional feedback?

One of the best ways to boost truck driver satisfaction is to reach out early and often, asking for feedback on various aspects of their job and using their insight to create lasting change. Also, consider implementing an anonymous feedback system ౼ via an app or a simple “suggestions box” placed in your office ౼ which allows your drivers to express themselves freely.

Published on 12 May 2025 - 5 reading minute(s)

European companies are ramping up efforts to tackle the truck driver shortage, with over 70% exploring strategies to attract and retain drivers^¹౼ including more secure working conditions, installing more high-tech equipment and adopting rewards programs. But what’s the most effective way for fleet owners to truly understand and meet their drivers’ needs and eventually ensure truck driver satisfaction?

The answer is simple: ask them. While it might seem straightforward, gathering driver feedback can take many forms—from informal chats at the coffee machine to structured annual surveys or tech-based solutions that provide continuous insights throughout the year. Discover five tips to get connected with your fleet and start on a better path forward, today.

Regardless of the method, the key is to collect driver feedback consistently and act on it, ensuring drivers feel heard and valued. To get started, focus on gathering insights from the key points outlined below:

Receiving feedback is crucial, especially given that only 49% of UK truck drivers and 51% of US truck drivers² report feeling motivated to work for their company, with poor communication being the most common criticism³. This highlights a pressing need for better communication and engagement with management and emphasises the importance of proactive efforts to address their concerns. Listening to, acting on and incorporating driver feedback into management practices is a win-win strategy, addressing driver concerns while optimising fleet operations for long-term success.

Beyond retention, input from drivers often identifies actionable opportunities to improve work environments, streamline operations and boost overall fleet performance. Requesting feedback can also lead to safety improvements, such as optimising routes, flagging maintenance concerns or tailoring training programs ౼ all of which contribute to a safer environment and lower accident rates.

Drivers, often the first to notice mechanical inefficiencies, can also provide feedback that reduces maintenance costs and improves fuel efficiency. Beyond these practical advantages, requesting feedback and implementing changes fosters a culture of respect and inclusion, boosting morale and day-to-day performance.

Tip 2: Choose the right platform

The key to an effective feedback system is finding a solution that not only encourages drivers to participate but also ensures their input is candid and honest. Your choice of a user-friendly platform should align with your specific goals, company culture and budget. For some fleets, this might mean implementing an anonymous feedback tool that provides a 360° approach — sourcing unbiased input, presenting actionable insights to management and ultimately showing drivers how their feedback has driven positive changes within the fleet.

Marten Transport⁵ in the US has been using the WorkHound smartphone app, for example, to initiate two-way, anonymous if desired, conversations between drivers and managers. The anonymity leaves room for total honesty, boosts interaction and serves as a source of actionable improvements. Companies can also opt for driver surveys, such as the customisable survey on the CarriersEdge platform⁶, which includes any number of questions and can be used to target specific groups.

For more budget-conscious fleets, a simpler approach could involve directly collecting feedback from drivers and publicly sharing improvement plans via social media. This strategy has a dual advantage: it strengthens internal communication by demonstrating transparency and also highlights your fleet’s openness to external audiences. Such visibility can enhance your reputation and potentially attract new hires or clients eager to work with a company that values honesty and innovation.

Ongoing touchpoints: the sooner, the better!

For instance, PGT Trucking⁸ uses an ‘ops interview’ to connect Fleet Managers with potential hires early in the process, providing real-time feedback, clearly communicating expectations and building trust from the outset. They also hold regular, face-to-face check-ins, including weekly meetings to give drivers a safe space to discuss concerns, request time off or ask questions. These ongoing touchpoints not only encourage open dialogue but also create a supportive environment where drivers feel heard, increasing retention and improving overall job satisfaction.

Tip 4: Measure and share progress

Tracking the specific, measurable goals defined at the outset is crucial for long-term success. These key indicators might include levels of truck driver satisfaction, participation rates, qualitative or quantitative feedback trends or the number of actions implemented based on driver input.

Whatever metrics you choose, consistency in monitoring them is essential. Regularly sharing these results with your drivers demonstrates that their feedback is valued and respected. This type of communication helps keep your fleet informed about challenges or changes ౼ which can prevent the spread of rumours or misinformation.

Tip 5: Act on feedback received

Acting on feedback is arguably the most critical step in the process. When drivers take the time to provide candid insights, they expect more than acknowledgment—they expect action. Failing to act on their input risks undermining trust and discouraging future participation.

This involves analysing the data, comments and suggestions provided. When appropriate, discuss these insights directly with drivers to ensure clarity. This approach helps drivers feel like active contributors to the company’s goals and future. Equally important is celebrating the successes that stem from your feedback system.

Whether you choose a fully digital feedback system or a grassroots, face-to-face approach, remember that your fleet is made up of individual drivers with unique perspectives, valuable insights and personal experiences. Nurturing this human connection provides a wealth of actionable input that can drive growth — if you make the effort to cultivate it.

Feeling overwhelmed by the options? Start small. Open the door to communication with something as simple as a phone call, a text message or a casual lunch with one of your drivers. These small gestures signal your commitment to listening and can lay the foundation for a more structured feedback system. No matter the scale of your investment, the returns — in retention, morale and operational success — will undoubtedly be worth it.