The Real Crisis in Trucking: It’s Turnover, Not a Driver Shortage

In recent years, much of the conversation around trucking has focused on driver shortage. Industry headlines often point to a lack of available drivers threatening supply chains and economic stability.

But for small and mid-sized carriers on the ground, the reality looks different.

The deeper challenge facing the industry today isn’t how to find more drivers —it’s how to keep the ones already on board. Driver turnover, not scarcity, is what continues to erode profitability, safety, and long-term growth for many carriers.

The Numbers Tell the Truth: It’s Not Shortage—It’s Churn

Despite persistent claims from large carriers and industry associations, there’s no widespread shortage of qualified truck drivers in the United States. The number of CDL holders remains strong, with over 400,000 new licenses issued each year. Labor participation in trucking has held steady, and many drivers return to the workforce after time away.

So, the real issue is high turnover.

According to data published by the Owner-Operator Independent Drivers Association (OOIDA) in their report “The Churn,” large carriers regularly report annual turnover rates above 90%, with some even exceeding 100%. That means many companies are replacing more drivers each year than they actually employ at any given time.

This revolving door of recruitment, onboarding, and burnout puts carriers under constant pressure to fill seats—often with less experienced drivers. It disrupts service quality, inflates operational costs, and prevents the development of loyalty and long-term performance.

Turnover is not just a symptom. It’s the real problem.

Why Does Turnover Persist in Trucking?

High turnover hasn’t just become common in trucking—it’s become something the industry has learned to live with. In some cases, it’s even been built into the way some companies operate. But this model comes at a cost, especially for small and mid-sized carriers that can’t afford to keep restarting the hiring cycle.

Here’s why turnover continues:

Extreme Competition: Deregulation and rate pressure make it difficult for carriers to raise wages or improve conditions without risking business loss.
Too Many New Hires, Not Enough Support: Industry and government programs aimed at increasing the number of new drivers have pushed wages down. Instead of fixing the root causes of turnover, they add more drivers into a system that struggles to keep them on the highway.
Regulatory Gaps: Overtime exemptions and misclassification practices shift costs onto drivers, keeping compensation low and working conditions tough.
Limited Bargaining Power: Most drivers operate independently or as part of small teams, which means they have a limited collective voice to push for better terms.

On top of this, too many new drivers enter the industry with unrealistic expectations—often sold on promises that don’t match day-to-day reality. When faced with long weeks on the road, unpaid detention time, and complex pay structures, many leave within months.

The result? A system where neither drivers nor carriers benefit in the long run.

The Cost of Cutting Corners

Faced with tight margins, some carriers try to remain competitive by cutting back—on maintenance, training, or driver support. While these measures may offer short-term financial relief, they ultimately create long-term problems:

Higher turnover, with replacement costs ranging from $8,000 to $10,000 per hire.
Increased accident risk, especially when less experienced drivers are rushed into the seat.
Rising insurance premiums, due to more claims and violations.
Downtime and missed loads due to preventable mechanical failures.

As Lewie Pugh, Executive Vice President of OOIDA, put it: “Trucking companies perpetuate this turnover cycle because it keeps wages low and costs down. But it’s unsustainable and harmful to the drivers who bear the brunt of it.”

For small and mid-sized fleets, these effects compound quickly—draining profitability, weakening broker relationships, and making long-term growth difficult.

Retention Isn’t a Perk—It’s a Competitive Strategy

If high turnover is the disease, driver retention is the cure —and for small and mid-sized carriers, it’s also a competitive advantage.

Unlike large fleets that can absorb frequent hiring costs and training cycles, smaller companies feel the impact of turnover more directly. Losing just one reliable driver can mean a missed delivery, a strained relationship with a broker, or a truck that sits idle for weeks.

By contrast, carriers that invest in retention see measurable results:

Lower recruitment and training costs.
Safer operations and improved insurance rates.
Better customer service and broker relationships.
Stronger team morale and company culture.
Longer-term profitability, through reduced churn and more predictable cash flow.

Retention builds the kind of consistency that brokers trust, drivers respect, and clients return for. It’s not just the right move—it’s the smart one.

Better Retention Starts with Better Cash Flow

Still, knowing what to do and having the financial bandwidth to do it are two different things. That’s where freight factoring becomes a powerful tool for growth.

Waiting 30 to 90 days (about 3 months) to get paid by brokers or shippers can make it difficult to cover fuel, payroll, and equipment maintenance, even when your business is growing. Factoring gives you access to your cash within 24 hours. That fast access allows you to:

Maintain timely payroll for your drivers.
Avoid debt when taking on more loads.
Handle repairs or maintenance without cash-flow stress
Operate with flexibility and confidence
Invest in team incentives, training, or retention programs

And with the right partner, the benefits go far beyond cash advances. It can be part of a broader strategy to reduce stress, improve decision-making, and grow without overextending.

The Summar Advantage: Tools for Stability and Growth

At Summar Financial, we understand what small and mid-sized carriers need to stay competitive. We don’t just offer freight factoring—we offer a partnership built to help your business thrive.

✅ True non-recourse programs, so you’re protected if your broker fails to pay.

✅ Same-day payments on approved invoices.

✅ Fuel cards with weekly rebates of up to 90¢ per gallon.

✅ Partnerships with dispatchers and insurance providers to secure the best rates.

✅ Free TMS system for easier operations and dispatching.

✅ A dedicated support team that understands your business and speaks your language—English or Spanish

Retention starts with stability. And stability starts with cash flow, clear systems, and trusted support.

Invest in What Lasts

Retention isn’t just good for your people—it’s good for your bottom line. It’s a way to build a more efficient, more resilient, and more profitable operation—one where drivers stay, clients return, and your business grows on solid ground.

At Summar, we help carriers build that foundation. Whether you're looking to improve cash flow, save on fuel, or simply gain a little breathing room to invest in your team, we’re here to help.

Let’s build something sustainable—together.

👉 Contact us today to learn how we can help your business retain drivers, boost margins, and keep growing.