That distinction matters in long-haul trucking, where changing employers does not necessarily mean a driver wants out of the industry. The Spring 2026 Truck Driver Survey from Conversion Interactive Agency and People. Data. Analytics found that 58.1% of participating CDL drivers were looking for another truck driving job, up from 46.8% in Spring 2025.

Steady Earnings Make a Job Easier to Build Around

A competitive mileage rate loses some of its appeal when weekly miles swing dramatically. For someone whose household budget depends on those miles, the difference between a strong week and a slow one can be substantial.

Earnings stability has been linked with lower turnover in long-distance truckload operations. That puts another number beside CPM when evaluating a job: how reliably the carrier can provide enough work to produce the income a driver expected when taking the position.

A carrier does not control every change in freight volume, but its freight network and customer base influence how often trucks sit and how consistently drivers run. Over time, the pattern of actual paychecks can say more about a job than its advertised earning potential.

Home Time Has to Be Dependable

A home-time policy only has value when the schedule works often enough for a driver to plan around it. Getting home a day later than expected can affect appointments, family plans, and the limited personal time available between trips.

Long-distance truckload work presents a particular challenge because the truck may be hundreds or thousands of miles from home when the next load is assigned. Getting someone back on schedule can require careful load planning rather than simply sending the truck toward whichever freight is closest.

This helps explain why predictability matters alongside the number of days offered at home. A driver who knows when a run will end can make better use of two days off than someone who repeatedly has to guess when those two days will begin.

Dispatch Can Make a Difficult Day Better or Worse

Most problems on the road cannot be eliminated. Customers run behind, loads change, trucks break, and appointment times move. What varies considerably is how much help a driver gets when those problems occur.

Dispatch sits in the middle of many of those situations. Clear information about a changed load, quick help with a customer problem, or realistic planning around remaining hours can keep an inconvenience from consuming the rest of a driver’s day.

The opposite can wear on someone quickly. Repeated unanswered messages, conflicting instructions, or having to chase down basic information adds work without adding miles. When that becomes routine rather than occasional, it changes the experience of the entire job.

The Job Has to Match the Job That Was Offered

Recruiting establishes expectations before a driver ever receives a first dispatch. Advertised miles, home time, equipment, and earning potential create a picture of what the position is supposed to look like.

The real test comes several months later. A driver has enough pay statements to know what the miles actually look like, enough trips to understand the freight network, and enough home-time requests to know whether the advertised schedule is realistic.

That gap between expectations and experience can matter even when the job itself is not objectively bad. Someone who accepted a position expecting regular weekends home may evaluate it very differently if the actual schedule consistently stretches beyond that.

Equipment Problems Affect More Than Comfort

A breakdown can take a truck out of service, but the larger issue for a driver is what happens next. Shop availability, repair time, replacement equipment, and breakdown compensation determine how much of the problem eventually reaches the paycheck.

The age of the tractor alone does not answer those questions. A well-maintained older truck with quick maintenance support may create less disruption than newer equipment that repeatedly sits waiting for repairs.

For a mileage-paid driver, downtime can be especially noticeable because lost driving time can mean lost earning opportunities. A carrier’s response when equipment fails can therefore become part of the reason a driver stays, even if maintenance was never something considered when the job was accepted.

Respect Is Easier to Recognize in Practice

Respect is often treated as an abstract workplace issue, but drivers tend to encounter it in much more concrete ways. It can be a payroll problem corrected without weeks of follow-up, a dispatcher taking a legitimate concern seriously, or the company backing a driver when a problem develops at a customer.

Recent driver research shows how much those interactions matter. In a 2025 Commercial Carrier Journal survey, 73% of participating drivers identified lack of respect as a reason fleets struggle with recruiting and retention. Another 67% pointed to insufficient support when dealing with shippers, law enforcement, and other situations.

Those experiences accumulate. A driver may not change jobs because of one frustrating phone call, but repeatedly feeling ignored or unsupported can make another carrier’s offer much more attractive.

Staying Put Usually Comes Down to the Whole Job

Long-term fit is difficult to reduce to one benefit because the parts of a trucking job are connected. More miles can improve earnings but become less appealing if home time suffers. A predictable schedule can be valuable but may not compensate for consistently weak pay. Good equipment helps, but it cannot fix poor communication.

That is also why leaving a carrier should not automatically be interpreted as leaving trucking. Drivers can move between long-haul carriers, dedicated accounts, private fleets, LTL operations, and local positions while remaining in the same profession.

The jobs that hold onto drivers longer tend to make the overall arrangement work. The paycheck is competitive and reasonably predictable, the schedule resembles what was promised, the truck can stay productive, and there is someone on the other end of the phone when a problem needs to be solved. Those are the conditions a driver experiences week after week, long after the recruiting offer has been forgotten.

Frequently Asked Questions

Is turnover equally high across every type of trucking?

No. Turnover varies considerably across trucking sectors and operating models. Long-distance for-hire truckload operations have historically experienced particularly high turnover, so figures from that segment should not be applied to every trucking job.

Can seniority give a truck driver access to better routes or schedules?

It can at some employers. Certain operations use seniority when awarding routes, schedules, bids, or other assignments, while others base assignments primarily on freight needs, driver location, and available hours.

Do private fleets operate differently from for-hire carriers?

Yes. A private fleet primarily transports freight for its own company rather than selling transportation services to outside customers. That difference can affect freight patterns and schedules, although working conditions vary considerably among individual fleets.

Are longevity bonuses standard for truck drivers?

No. Some employers offer tenure-based increases, longevity bonuses, or additional paid time off, but there is no standard trucking-industry program. Drivers need to check the compensation and benefits policies of the individual employer.

Can changing carriers frequently affect future job opportunities?

It can be considered during hiring, but carriers set their own employment standards. Experience, safety history, qualifications, and the circumstances behind previous job changes can all factor into the decision.

The TDUSA editorial team creates practical, driver-focused content covering trucking news, industry updates, safety, regulations, and career information for professional truck drivers across the United States. Each article is built to reflect real-world experience, industry developments, and information drivers can use on and off the road.

Last Updated: September 9, 2026

The post Why Some Trucking Jobs Hold onto Drivers Longer Than Others appeared first on Truck Drivers USA.

That shift was part of the focus behind the 2026 Career Catalyst Awards announced by the Next Generation in Trucking Association.

Presented in partnership with The National Transportation Institute and Engine, the awards recognize carriers, private fleets, logistics companies, and training organizations supporting workforce development through mentorship, apprenticeships, school partnerships, leadership development, CDL training support, and employee growth opportunities.

Instead of focusing only on hiring numbers, the awards highlight companies investing in long-term career pathways throughout trucking and transportation.

Why Driver Development Is Becoming a Bigger Industry Conversation

For many new drivers, the hardest part of trucking starts after CDL school ends.

Adjusting to schedules, trip planning, backing, customer expectations, weather, dispatch communication, and life away from home can push drivers out of the industry quickly if support systems are weak during those first months on the road.

That reality is one reason mentorship and onboarding programs are becoming larger talking points throughout trucking.

Association President and Co-Founder Lindsey Trent said the awards were created to recognize companies working to strengthen those career pathways.

“We created the Career Catalyst Awards because there are companies across this industry doing incredible work to invest in people, but many of those efforts are not always seen or recognized,” Trent said. “These awards were designed to spotlight organizations that are building real career pathways, partnering with schools, creating opportunities for young people, and helping position trucking and transportation as a first-choice career field for the next generation workforce.”

Carriers And Transportation Companies Recognized This Year

This year’s Career Catalyst Award recipients included a mix of trucking companies, private fleets, logistics providers, and workforce development organizations across different parts of the industry.

Companies recognized included:

• Advantage Truck Group
• Ancora Training
• Averitt
• Ben E. Keith Foods
• Boyle Transportation
• Covenant Logistics
• Crawford Trucking
• DrivexIQ
• Fastenal
• Fastport
• FedEx Freight
• Garner Trucking Inc.
• Gordon Food Service
• Grand Island Express
• Houff Corporation
• Horizon Freight Lines Inc.
• Ippolito Transportation Inc.
• Kenan Advantage Group
• Keller Trucking
• KL Harring Transportation
• Kohl Wholesale
• Logisticize LTD
• Old Dominion Freight Line Inc.
• Performance Foodservice
• Ralph Moyle, Inc.
• Roehl Transport, Inc.
• Ruan Transportation Management Systems
• TALKE USA Inc.
• Werner Enterprises Inc.
• Xcelente Trucking & Logistics Training Center
• YMX Logistics

As more fleets compete for younger workers entering trucking, programs tied to mentorship, training, and career development are continuing to become a larger part of how companies market themselves to future drivers.

Source: Truckers News

Image source: NGT, Truckers News

The Truck Drivers USA editorial team creates practical, driver-focused content covering industry topics, job trends, and real-world decisions that impact drivers at every stage of their careers. Each article is written to provide clear, accurate information that drivers can use.

Last updated: June 2, 2026

The post Career Catalyst Awards Recognize Trucking Companies Investing in New Drivers appeared first on Truck Drivers USA.

Data tied to the profession shows drivers face higher rates of obesity, heart disease, diabetes, and depression compared to other workers. The average lifespan often referenced within the industry sits at 61, a number that reflects how serious the issue has become over time.

Project 61 was created in response to that pattern, with a focus on giving drivers tools that actually fit the job instead of working against it.

Why the Industry Keeps Coming Back to 61

The number is not random. It highlights how far outcomes for drivers have drifted from the broader population. The combination of sedentary work, irregular schedules, and limited access to better options has created a situation where health becomes harder to manage the longer someone stays on the road.

Project 61 uses that reality as a starting point, not just to raise awareness but to push for practical changes that can be repeated consistently.

Built Around Real Working Conditions

One of the biggest challenges in trucking is that most health programs are not built for it. Plans that require strict schedules, full kitchens, or extended workout time tend to fall apart quickly once they meet real-world conditions.

Project 61 takes a different approach by narrowing the focus to three areas that directly impact daily performance and long-term health.

Eating better is approached through realistic decisions drivers can make at truck stops or while planning in small ways. The goal is not perfection but better choices more often.

Movement is built around short windows of time. That includes simple routines that can be done near the truck, during breaks, or at home without requiring a full gym setup.

Rest is treated as a critical piece rather than an afterthought. Sleep strategies are shaped around irregular schedules and the limits of sleeper berth conditions, helping drivers improve recovery where possible.

Tools That Fit into the Day

The program delivers these resources through a mobile app that drivers and their families can access at no cost. The focus stays on keeping everything simple enough to use without adding friction to an already packed schedule.

Daily reminders, short routines, and progress tracking are structured to support consistency rather than intensity. Instead of asking for major lifestyle changes all at once, the system is built around small actions that can be repeated over time.

Expanding Through Offshift

Project 61 expanded its reach by bringing in Offshift, a platform designed specifically around driver routines. The integration allows the program to deliver structured health guidance in a way that aligns with how drivers already operate.

The emphasis remains the same. Keep it simple. Keep it realistic. Make it something that can actually be used between loads, during breaks, or at the end of a long day.

From Awareness to Routine

The industry has not lacked awareness when it comes to driver health. The challenge has always been turning that awareness into something drivers can stick with.

By focusing on repeatable habits instead of major overhauls, Project 61 is working to close that gap. Small adjustments in food choices, movement, and sleep may seem minor in isolation, but over time they shape energy levels, focus, and overall well-being.

Why It Matters Across Operations

Driver health does not exist in a vacuum. It affects safety, reliability, and long-term workforce stability. When drivers feel better physically and mentally, it shows up in how they operate, how they recover, and how long they stay in the job.

Programs that can support that without disrupting daily operations carry weight across the industry. Project 61 positions itself within that space by offering a structured but flexible approach that fits into existing routines.

Where This Is Headed

The conversation around health in trucking is not new, but the approach continues to evolve. Solutions that ignore the realities of the job tend to fall short.

Project 61 is built around the idea that change has to meet drivers where they are. Not in ideal conditions, but in the middle of long shifts, tight schedules, and limited options.

That shift toward practical, repeatable action is what will ultimately determine whether long-term outcomes begin to move in a different direction.

The post Project 61 Focuses on Closing the Health Gap in Trucking appeared first on Truck Drivers USA.

The announcement came during the annual Best Fleets to Drive For conference held at the NASCAR Hall of Fame in Charlotte, North Carolina, where fleets across North America were recognized for how they treat and support their drivers.

Small Carrier Spotlight: Crawford Trucking

Crawford Trucking, based in Des Moines, Iowa, took home the Best Overall Fleet award in the small carrier category. While the company has appeared on the Top 20 list before, this marks its first time earning the top overall honor.

For drivers, the standout is the company culture. Feedback collected through the program highlights a workplace where communication is open and leadership is accessible.

One driver shared, “No door is locked at our company, except the restroom. Everyone is always available for the drivers, and that’s from the maintenance crew all the way to, and including, the owner of the company.”

That kind of environment doesn’t happen by accident. According to program organizers, Crawford Trucking leveraged driver feedback to improve day-to-day operations, policies, and overall support.

“This year’s winning fleet really utilized the Best Fleets program, using the reports and driver feedback to strengthen their programs,” said Jane Jazrawy, CEO of CarriersEdge.

Large Carrier Recognition: Fortigo Freight Services

In the large carrier category, Fortigo Freight Services Inc., headquartered in Etobicoke, Ontario, earned its first Best Overall Fleet award after seven years in the Top 20.

Drivers pointed to professionalism and consistency as key reasons the company stands out. One anonymous survey response captured that sentiment clearly:

“I enjoy working with this company because of its commitment to excellence and the opportunities it provides to grow professionally, and its honesty, fairness, quality, and respect.”

For fleets operating at scale, maintaining that level of consistency across drivers, dispatch, and operations is no small task. Fortigo’s recognition shows what’s possible when those pieces come together.

Standing Out in a Tough Market

Across the board, this year’s winners were recognized for finding ways to support drivers despite ongoing industry challenges.

“Winning fleets found a way to ‘make a difference for drivers in a continuing difficult market,’” Jazrawy said. “While all of our Top 20 winners are leaders in the industry, these two fleets stand out with great programs and exceptional safety and retention scores.”

For both drivers and fleet managers, that message hits home. Retention, safety, and driver satisfaction are not separate goals. They are tied directly to how a company operates every day.

Hall of Fame Honors: FTC Transportation

Oklahoma-based FTC Transportation Inc. received the Stratosphere Award, recognizing the top-performing fleet within the Best Fleets Hall of Fame.

The company has been part of the Hall of Fame for five years and has earned Best Fleets recognition for 14 consecutive years. That level of consistency puts it in rare company.

The Hall of Fame category highlights fleets that sustain high standards over time. To qualify, companies must be named a Best Fleet for at least 10 straight years, or seven years with at least one overall win.

“Over the years, we’ve watched them continue to grow and innovate, and they are deserving winners of our third annual Stratosphere Award. As a fleet with 23 drivers, they are also proof that you don’t need to be big to offer great programs,” she said.

What This Means for Drivers and Fleets

The Best Fleets to Drive For program, now in its 18th year and run by CarriersEdge, evaluates companies based on real driver input and operational practices. Areas like pay, benefits, training, work-life balance, and communication all factor into the final rankings.

For drivers, these awards offer a snapshot of which companies are doing things right. For fleet leaders, they provide a benchmark for what it takes to build a workplace that keeps drivers on board.

At the end of the day, the fleets that rise to the top are the ones that listen, adapt, and follow through.

The post Crawford Trucking and Fortigo Freight Services Named 2026 Best Fleets to Drive For appeared first on Truck Drivers USA.

Transparent Pay Drivers Expect Upfront

Clear pay details build trust and reduce turnover. ATRI’s 2025 report highlights truck parking shortages and detention as major operational costs that cut into driver earnings. Carriers providing specific CPM rates, weekly minimums, and detention pay policies retain drivers longer.

Job postings listing “0.65 CPM plus $25/hour detention after two hours” outperform vague “top industry pay” ads. During recruiter calls, request a sample settlement for a typical 2,500-mile week to see real take-home pay.

Schedules You Can Actually Plan Around

Predictable home time ranks highest because schedule uncertainty causes burnout. ATRI lists truck parking and customer detention among the top five operational challenges. Regional and dedicated accounts with weekly hometime offer stability over OTR unpredictability.

Search carrier reviews on The Truckers Report for “consistent home time” mentions. Ask recruiters: “What percentage of drivers meet their guaranteed home days weekly, and how do you handle dispatch changes?”

Reliable Modern Equipment That Keeps You Moving

Breakdowns kill paychecks and patience. ATRI’s 2025 operational costs analysis shows average fleet age around 2.5 years industry-wide, but newer trucks with collision avoidance systems and APUs reduce downtime. Fleets investing in maintenance report higher driver satisfaction.​

Request average fleet age and shop turnaround times during interviews. Top carriers share uptime stats like “98% on-road readiness” and welcome yard inspections of recent equipment.

Fast Fixes for Road Problems

Responsive support separates good carriers from great ones. Drivers prefer 24/7 dispatch access and mobile apps for real-time issue tracking. Slow resolutions amplify daily stress and fuel turnover.

Test recruiter response times during hiring; it’s your first clue. Ask: “Describe handling a recent breakdown or detention dispute, including resolution time.” Leaders use driver portals showing live ticket status.

Use This Table to Spot Winners vs Losers Instantly

When you see job ads, scan this table from top to bottom. The left column shows what drivers want most. The second column proves it’s a real industry problem. Red flag column = phrases that scream “RUN.” Green flag column = what winners actually say or show you.

Example: Ad says “competitive CPM, home hometime as loads allow” = both red flags = delete. Ad says “0.62 CPM + detention pay, home Thu-Sun guaranteed, Freightliners avg 18 months” = three green flags = apply now.

Frequently Asked Questions

What specific pay details should I request during interviews?
Demand base CPM or hourly rate, detention policy, accessorials, and a sample settlement showing deductions.​

How do I verify equipment quality before applying?
Ask for average fleet age (target under 2.5 years) and recent maintenance records.​

What questions reveal schedule reliability?
“How often do drivers miss guaranteed home time, and what’s your dispatch override policy?”​

How can I test support responsiveness pre-hire?
Track recruiter reply speed now and request specific resolution examples.​

Why prioritize newer equipment?
Collision mitigation systems and efficient transmissions cut fatigue and repair downtime.​

Truck drivers who ask these targeted questions land with carriers that match their priorities, avoiding frustration and maximizing earnings. Use the table above to eliminate bad fits in seconds during your next job search.

Search truck driver jobs near you on TruckDriversUSA.

The post What Truck Drivers Want Most from Carriers (And How to Spot Companies That Actually Deliver It) appeared first on Truck Drivers USA.

The Elite Fleet designation focuses on for-hire truckload operations across North America that demonstrate measurable commitment to driver satisfaction, safety, compensation, and overall quality of life on the road. The 2026 class reflects a broad mix of fleets that met the program’s detailed evaluation standards.

What the TCA Elite Fleet Program Recognizes

The Elite Fleet program was created to move beyond surface-level claims and instead evaluate how carriers actually operate day to day. According to TCA, the certification highlights carriers that build driver-focused environments through competitive pay, consistent safety practices, and operational systems designed to support long term careers behind the wheel.

The program was developed in partnership with the University of Denver’s Transportation and Supply Chain Institute. That collaboration helps ensure the criteria and scoring process are grounded in research and industry data rather than marketing claims.

How Carriers Are Evaluated

Carriers seeking Elite Fleet certification go through a comprehensive review process. The evaluation examines multiple performance areas that directly affect driver experience, including safety outcomes, compensation and benefits, turnover, equipment quality, operational efficiency, and overall job satisfaction.

To validate carrier submissions, surveys of both company drivers and independent contractors are used as part of the process. This added layer is intended to provide transparency and ensure the results reflect real-world experiences rather than internal reporting alone.

Why the Program Matters to Drivers and the Industry

Programs like Elite Fleet give drivers and industry stakeholders another data point when evaluating fleets. Instead of relying solely on pay ads or recruiting claims, the certification highlights carriers that meet defined standards tied to retention, safety culture, and driver engagement.

TCA President Jim Ward said the program is becoming a meaningful benchmark within the industry.

“Following a successful first year, the TCA Elite Fleet program has quickly become a meaningful benchmark for excellence in our industry,” Ward said. The carriers recognized in 2026 have demonstrated a strong commitment to investing in their drivers and fostering environments where professionals can thrive. We commend these fleets for raising the bar and helping move our industry forward, and we look forward to celebrating their achievements at our upcoming event.”

Recognition at TCA’s Annual Convention

The 2026 Elite Fleet carriers will be formally recognized during TCA’s Annual Convention in Orlando. A dedicated awards program is scheduled for Monday, March 2, where participating carriers will be acknowledged for meeting the certification standards.

As the program enters its second year, TCA has positioned Elite Fleet as an ongoing effort to define and promote best practices across the truckload sector, with an emphasis on transparency, driver input, and measurable performance.

Source: Commercial Carrier Journal

The post 57 Carriers Earn Spot in TCA’s 2026 Elite Fleet Program appeared first on Truck Drivers USA.

It is important to be clear about what data exists and what does not. The American Trucking Associations publishes well-established turnover data by industry segment, such as large truckload and less-than-truckload. That data shows that turnover remains structurally higher in parts of the truckload sector and lower in more stable operating models. However, ATA does not publish standardized, public state-by-state CDL turnover rankings.

To evaluate stability by location, drivers need to combine the ATA turnover context with state-level employment stability data. The most widely used measure for this is the quits rate published by the Bureau of Labor Statistics. Quits represent voluntary job separations and are commonly used as an indicator of how stable or fluid a labor market is.

What turnover data does and does not show

ATA turnover reports help explain where churn is most common across trucking segments, but they do not tell you which states are more stable for drivers. That is where state quit data becomes useful. While not tracking specific, quit rates show how often workers leave jobs by choice in each state.

Lower quit rates generally indicate more stable employment environments. For drivers, that often translates to terminals with less constant hiring pressure, more experienced dispatch staff, and freight networks that are not constantly being rebalanced due to staffing gaps.

States showing lower employment turnover signals

Based on the most recent BLS state quits data, several states consistently fall on the lower end of voluntary job separations. These include Pennsylvania, Massachusetts, New Jersey, Connecticut, New York, Kansas, Washington, Arkansas, and Colorado.

This does not mean every trucking job in these states is stable, and it does not mean higher quit states should be avoided outright. It does mean that, on average, workers in these states are less likely to leave jobs frequently, which is often reflected in transportation and logistics operations as well.

Why lower turnover matters to drivers day to day

Drivers usually feel turnover in very practical ways.

When turnover is lower, dispatch relationships tend to be more consistent. You are more likely to deal with the same planners and dispatchers instead of explaining your preferences repeatedly.

Scheduling is often more predictable. Stable operations usually mean fewer last-minute route changes and fewer emergency calls to cover uncovered freight.

Miles tend to align more closely with what was discussed during hiring. High churn environments are often reactive, which makes it harder for carriers to deliver on mileage promises.

There is also less constant recruiting pressure. When a carrier is always urgently hiring, it can be a sign that drivers are not staying long enough to stabilize operations.

Finally, safety culture tends to be stronger over time when teams are not constantly turning over. Coaching, training, and standards are easier to maintain when people are not always new.

How drivers can use this information when job searching

State stability data works best as a filter, not a final answer.

Start by identifying a few states with lower quit rates that also fit your personal needs, such as cost of living, home time preferences, and freight type.

Next, focus on job structures that historically see lower churn. Dedicated routes, private fleet operations, and well-structured regional work tend to be more stable than highly fragmented spot freight, though there are exceptions.

When talking to recruiters, ask questions that reveal churn without directly asking for a turnover percentage. For example, ask how many drivers are seated at a terminal, how long most drivers stay, how often dispatch assignments change, and how consistent the lanes are week to week.

Finally, look for visible signals before committing. Constant orientation classes, unusually high sign-on incentives for basic positions, or pressure to skip details during hiring can all point to higher churn.

Why stability often matters more than headline pay

Many drivers can find competitive pay numbers. What is harder to find is a job that remains workable over time. Turnover often reflects whether the day-to-day reality matches the recruiting pitch.

Lower turnover environments are more likely to offer consistency, realistic expectations, and schedules that support long-term driving careers rather than short stays.

Takeaway for drivers focused on long-term fit.

Choosing where you work is not just about cents per mile or weekly gross. It is also about how stable the operation is where you will be running. Combining the ATA turnover context with state-level employment stability data gives drivers a clearer picture of where long-term opportunities are more likely to exist.

When you are ready to compare real openings in stable markets, search truck driver jobs near you on TruckDriversUSA.

The post Which States Have the Lowest CDL Turnover and Why That Matters for Drivers appeared first on Truck Drivers USA.

The announcement took place at the WIT Accelerate! Conference & Expo in Dallas, where industry leaders gathered to highlight the women shaping the future of transportation.

“Dee Dee’s leadership exemplifies the spirit of this award,” said Jennifer Hedrick, CAE, president and CEO of WIT. “Her dedication to professional development, inclusion, and a positive workplace culture reflects the very best of what this award celebrates. We are honored to recognize her contributions to the advancement of women in trucking.”

A Career Built on People and Purpose

Cox brings three decades of experience in human resources and workforce development, with a focus on several industries, including textiles, flooring, and transportation. At Old Dominion, she has played a major role in improving how the company recruits, trains, and retains its people—from the shop floor to the corporate office.

Through her leadership, OD’s management trainee, supervisor development, apprentice, and internship programs have opened new career paths for both men and women looking to build long-term futures in trucking. These efforts have helped raise retention rates and strengthen diversity across the company.

“I am thrilled and honored to be recognized as the recipient of this award. The real recognition goes to Old Dominion Freight Line for allowing me and the team to develop these programs. Our leaders at OD supported these opportunities, which have helped us continue to fulfill our vision of being the premier transportation provider while maintaining our unique OD Family atmosphere,” said Cox.

Supporting the Next Generation of Trucking Leaders

Cox was announced as the 2025 winner after taking part in a panel discussion titled “Becoming an Influential Woman in Trucking.” Other finalists included:

• Cindy Ellers, chief customer officer for Fleetworthy
• Katerina Jones, chief marketing officer for Fleet Advantage
• Leah Shaver, president and CEO of the National Transportation Institute

The panel was moderated by Jill Quinn, president of Centerline Drivers.

“We are honored to celebrate the incredible achievements of Dee Dee and all of this year’s finalists,” said Quinn. “At Centerline, we are committed to driving progress for women behind the wheel and across the industry. By amplifying the stories and impacts of these influential leaders in trucking, we aim to encourage more women to see the rewarding possibilities within this field.”

Leadership That Lasts

Since joining Old Dominion, Cox has grown her HR and talent acquisition teams from just one person to nearly 40 across the country. She also developed a leadership training program that ties directly into OD’s core values and family-first culture—ensuring the company’s next generation of leaders carry those same principles forward.

Her work continues to make an impact well beyond Old Dominion, inspiring fleets across the industry to prioritize leadership development, inclusion, and employee engagement as essential parts of success.

Image Source: WIT, Dee Dee Cox

Other Source: The Trucker

The post Dee Dee Cox Honored as WIT’s 2025 Influential Woman in Trucking appeared first on Truck Drivers USA.

Always Striving to Be the Best

Being the best isn’t about chasing titles or boasting numbers. For Crete, Shaffer, and Hunt, it means setting a higher standard for what it means to be a professional in trucking. Every detail matters, from safe equipment and reliable service to transparent communication and consistent performance.

These companies invest in their people and their tools. Drivers receive ongoing training and support, and the fleets are kept up to date with modern, well-maintained equipment. Dispatchers and operations teams work with the same level of accountability and pride. Together, that mindset builds long-term trust with customers and strengthens every part of the business.

Drivers know that excellence is expected, but it’s also recognized. Milestone awards, career growth opportunities, and clear communication make it easier to stay motivated and proud of the work being done. For these companies, being the best means being dependable, honest, and committed to continuous improvement.

Working Hard and Having Fun Along the Way

Trucking is a demanding career, but that doesn’t mean it can’t be enjoyable. Crete, Shaffer, and Hunt believe that when people enjoy what they do, they perform better and stay longer. That’s why the principle of having fun is more than a motto; it’s part of everyday life on and off the road.

Drivers are celebrated for their achievements, whether it’s safe miles, years of service, or a job well done. Team gatherings, appreciation events, and family-friendly celebrations create a strong sense of community. Even on tough days, that camaraderie makes a difference.

Fun also shows up in small, meaningful ways: supportive dispatchers, management that listens, and an environment where drivers feel respected and valued. It’s about creating a culture that recognizes hard work but doesn’t forget the importance of enjoying the ride.

Why These Values Matter

In an industry where demands are high and time is tight, the combination of excellence and enjoyment helps keep everything in balance. By focusing on doing things right and keeping morale strong, Crete Carrier, Shaffer Trucking, and Hunt Transportation continue to set an example for what a driver-focused company should look like.

They’ve built a place where safety, performance, and appreciation go hand in hand, and where success is measured not just in miles driven but in the satisfaction of the people who drive them.

If you’re looking for a company that values excellence, respect, and genuine teamwork, explore driving opportunities with the Crete Carrier family of companies here.

The post How Crete Carrier, Shaffer Trucking, and Hunt Transportation Pursue Excellence and Keep Trucking Fun appeared first on Truck Drivers USA.

This analysis merges average pay with affordability metrics, showing where life as a driver truly pays off.

Tennessee: High Retention and No Income Tax

Tennessee drivers earn an average of $51,143 per year. The pay may appear modest next to states offering $60,000 or more, but Tennessee’s lack of a state income tax and housing costs roughly 15 percent below the national average increase take-home earnings significantly.​

Major freight routes such as I-40 and I-24 connect Memphis, Nashville, and Chattanooga with major hubs throughout the Southeast. Drivers can save on fuel due to short-haul regional options and benefit from steady freight volume.

Iowa: Consistent Freight and Low Expenses

In Iowa, average annual driver pay sits around $52,926. The state’s agriculture and manufacturing base keeps freight steady year-round with less seasonal volatility. Housing prices in cities like Des Moines or Cedar Rapids are nearly 20 percent lower than the U.S. average, and fuel costs remain among the lowest in the Midwest.​

Consider routes along I-80 that cross Iowa, offering consistent mileage and reduced idle time. Many carriers reward local familiarity with higher mileage bonuses for regional drivers.

Ohio: Freight Density Equals Stable Earnings

With average pay near $53,570 annually, Ohio drivers gain more from living in an affordable state than they might in high-cost freight belts. Centrally located between the Midwest and East Coast, Ohio gives drivers lower empty‑mile percentages and easier backhauls.​

Cities like Columbus and Toledo are strong warehouse corridors, providing both short-haul and OTR opportunities with strong fuel and logistics infrastructure.

Georgia: Expanding Port Industry with Affordable Living

Georgia drivers make roughly $47,579 per year, yet their dollar stretches further because household costs average 13 percent below the national median. The Port of Savannah fuels consistent regional shipping volume and last-mile delivery routes, giving both company drivers and owner‑operators a healthy mix of options.​

Drivers who prefer a balance between home time and income can be based around Atlanta or Savannah, where freight diversity supports dedicated routes without long OTR absences.

Adjusted Earning Power Comparison

**Cost of Living Index source: MoneyGeek Cost of Living Calculator and PayScale Cost of Living Index — the U.S. average baseline is set to 100 for comparison.

What This Means for Drivers

The best state for a truck driver isn’t just where the check is largest, but where the expenses are lowest and freight is steady. Drivers in states like Tennessee and Iowa often save thousands more per year after housing, taxes, and fuel are considered than those earning higher nominal wages elsewhere.

For those looking to stretch their earnings, focus on:

• States with no income tax or low housing costs.
• Areas with steady freight corridors to reduce unpaid miles.
• Carrier lanes offering home‑weekly schedules, which cut personal travel and food expenses.

Start Maximizing Your Take-Home Pay

Finding routes that combine stable freight and cost-friendly living can transform a driving career from paycheck‑to‑paycheck to long-term financial security.

Explore open positions tailored to your region and compare pay averages directly at TruckDriversUSA, where every listing helps drivers find the most value for their miles.

The post Where Truck Drivers Get the Most Mileage for Their Money appeared first on Truck Drivers USA.