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driver-retention-plan

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Reduce driver turnover by fixing what actually makes drivers leave — the pay comparison that is real, the home-time reliability, the dispatch relationship, and the first ninety days where most departures are decided. Use when asked to improve driver retention, reduce turnover, understand why drivers are leaving, or design a driver onboarding or referral programme. Produces the turnover analysis by tenure and cause, the true cost of turnover, the exit-driver findings, the prioritised interventions, and the first-90-days plan.

plugins/pm-fleet/skills/driver-retention-plan/SKILL.md

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# Driver Retention Plan

Drivers rarely leave over the pay rate itself; they leave over the gap between what was described at hiring and what the job turned out to be. Home time that slips, a dispatcher who favours other drivers, equipment that keeps breaking, and a first month with no support. This finds which of those is actually costing you drivers, prices the turnover honestly, and fixes the ones that matter.

## What This Skill Produces

- **Turnover analysis by tenure** — because leaving at 30 days and leaving at three years have entirely different causes
- **The true cost of turnover** — recruiting, onboarding, unseated truck days, and the productivity ramp, which together are usually far larger than assumed
- **Exit and stay findings** — what leavers say, and more usefully what current drivers say before they leave
- **The reality-versus-promise gap** — what recruiting describes against what the job delivers
- **Prioritised interventions** — ranked by drivers retained per pound, not by ease
- **The first-90-days plan** — where most turnover is actually determined

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