Every new driver hire represents a major investment of time, training, and resources. The onboarding experience is also the first real look drivers get at how your company operates and how it supports its people.
An onboarding process that works well both remotely and in person can boost retention, improve engagement, and help drivers feel confident and prepared for the road ahead. Employers that invest in thoughtful onboarding make a strong first impression that can last throughout a driver’s career.
Keep reading for 7 actionable tips to improve both remote and onsite onboarding for truck drivers and build a solid foundation for success.
Start With Clear Expectations
Whether onboarding remotely or onsite, clarity is essential. A structured guide or checklist helps drivers know what to expect and what steps to complete at each stage. This includes compliance requirements, details on background checks, safety standards, and fleet performance expectations.
Clear expectations reduce confusion and establish professionalism from day one. A well-organized checklist also lets drivers track their progress, which can help reduce anxiety and unnecessary follow-ups.
Streamline Paperwork and Preboarding Tasks
One of the biggest hurdles in onboarding remains paperwork. Long forms and manual processes can delay progress and frustrate new drivers.
Try to transition as much of this work as possible to digital platforms that are mobile friendly. Online forms let drivers upload documents, sign electronically, and complete compliance steps on their own time. Providing a portal or app for these tasks can also make it easier for drivers to complete requirements without waiting for office hours or in-person meetings.
For remote onboarding this is especially valuable. Cloud-based systems save time and keep records organized so your team can focus attention on human interaction and training.
Prioritize Communication Throughout the Journey
Communication is at the core of successful onboarding. Drivers should feel supported throughout the process, regardless of how orientation is delivered.
Before the first day, share clear instructions about schedules, training access, required documents, and key points of contact. Walk through any technology platforms or software your company uses, and provide simple guides or short videos that explain how everything works. When expectations are clear and questions are answered early, drivers can move through onboarding with confidence.
During onboarding, it’s important to check in regularly. Remote drivers might feel disconnected without the benefits of in-person engagement. Frequent calls or video check-ins help maintain momentum and answer questions drivers might have early, while also reinforcing that your team is accessible and invested in their success.
Consistent communication builds trust and sets the tone for an open, supportive culture. Onsite drivers benefit from clear introductions to colleagues and supervisors so they know exactly who to contact when they need help. Taking time to make those connections early helps drivers feel integrated into the team rather than left to figure things out on their own.
Introduce Company Culture Early
Onboarding is an opportunity to introduce drivers to your company’s culture from the start. What values matter? How do teams interact? What makes your company unique? Sharing this information remotely can be accomplished through virtual welcome sessions or short clips from leadership that highlight culture and expectations.
Onsite onboarding allows you to create a more personal experience with face-to-face introductions to peers and management. Organizing meet-ups or social activities during orientation helps new drivers build relationships and feel part of the team sooner.
Assign Mentors or Buddies
Pairing new drivers with seasoned team members offers benefits to both remote and onsite onboarding. A mentor can answer questions, provide real-life insight, and offer support when procedures or expectations are unclear. This mentorship builds community and gives new drivers a trusted point of contact for everyday questions, especially the ones they may hesitate to bring to a supervisor.
Having a peer connection creates space for honest conversations about routines, challenges, and practical tips that only experience can teach. This connection can be especially valuable for remote hires who may not immediately meet coworkers in person. Establishing mentorship early shows drivers that support is built into your culture and that success is a shared effort across the team.
Gather Feedback and Improve
Onboarding should continue to evolve, just like the rest of your operation. Regularly gather feedback from drivers about their experience, not only what they learned, but how the process felt. Ask which steps were clear, where communication lagged, whether technology was easy to use, and which parts of orientation felt rushed or repetitive. Short surveys, brief one on one conversations, and structured follow up calls can all provide actionable insight.
Beyond feedback, review measurable indicators such as time to complete onboarding, early turnover within the first 30 to 90 days, training assessment results, and safety performance during the initial weeks. These data points can highlight gaps between expectations and reality.
Follow Up After Orientation
Onboarding does not end when paperwork is submitted and orientation wraps up. Plan structured follow ups at key milestones such as one week, one month, and three months to review expectations, answer new questions, and address small concerns before they grow into larger frustrations.
These conversations should go beyond compliance and performance. Ask how routes are going, whether dispatch communication feels clear, and if equipment or technology is working as expected. Consistent check-ins reinforce accountability on both sides and demonstrate that support continues well after day one. Fleets that stay engaged during this early period often see stronger retention and smoother integration into daily operations.
For more ways to stay ahead of the curve in the transportation industry in 2026, be sure to check out the rest of our Employer Blog posts and connect with us on social media.
