We do not ask you to take our word for it. Here is the data — from our weekly contact rates to our survey completion numbers to the turnover reductions our clients have experienced firsthand.
These are not projections or industry averages. These are Hello Retention's own operational numbers.
Every survey type we administer — from post-orientation through exit — consistently achieves completion rates above 86%. Here is the full breakdown.
Data reflects cumulative survey activity across Hello Retention client fleets. Exit survey completion rates are lower by nature — drivers who have already left are harder to reach — yet Hello Retention still achieves a 74.36% exit survey completion rate, providing valuable data on why drivers leave.
These are real outcomes from real trucking companies that chose to stop the revolving door.
Challenge: A regional carrier came to Hello Retention with a 111% annual turnover rate — meaning they were replacing their entire driver roster and then some every year. Constant recruiting costs, dispatcher burnout, and a damaged reputation in the driver community were threatening the company's ability to grow.
Solution: Hello Retention assigned a dedicated retention rep who began weekly check-in calls with every driver within 10 days of engagement. A structured survey program was implemented at 30, 60, and 90-day milestones. A service ticket system was deployed to ensure every escalated issue was resolved within 24 hours.
Result: Within one engagement cycle, annual turnover dropped from 111% to 53% — a 58% reduction. The company saved an estimated $261,000 in annual hiring costs and retained 29 more drivers per year than before.
Challenge: A mid-size fleet was experiencing disproportionate turnover in the first 90 days of employment. New drivers were leaving before the company had recouped its investment in orientation, training, and onboarding — often citing feeling "dropped" after their first week.
Solution: Hello Retention implemented a structured onboarding check-in program with touchpoints at Day 7, Day 30, Day 60, and Day 90. Each check-in was designed to address the specific concerns most common at that stage of a driver's tenure. Issues were escalated immediately via service ticket.
Result: First-90-day voluntary turnover was virtually eliminated. The fleet reported that new drivers felt significantly more connected to the company and were far more likely to raise concerns before they became resignation decisions. The company's orientation-to-90-day retention rate improved by over 40%.
Before Hello Retention, we were replacing drivers faster than we could hire them. Within three months of starting the program, our turnover dropped significantly and our drivers actually started referring their friends to come work for us. That never happened before.
The service ticket system alone was worth it. We used to find out about driver problems in exit interviews — after it was too late. Now we find out in real time and we can actually fix things. Our drivers know we are listening, and it shows in how long they stay.
I was skeptical that a phone call program could move the needle on turnover. I was wrong. The data does not lie — our retention numbers improved faster than anything else we had tried, and our HR team's workload actually went down because we were solving problems before they escalated.