Find out why my drivers quit and build a retention plan

Help me reduce driver turnover. Fleet size and type: [NUMBER OF DRIVERS, long haul / regional / local] Turnover data: [PASTE - driver, hire date, exit date, terminal, dispatcher or fleet manager, reason given, rehire eligible] Exit interview or survey comments: [PASTE OR SUMMARIZE] Pay and home time today: [PAY MODEL, AVERAGE WEEKLY MILES OR HOURS, HOME TIME POLICY] Cost to hire a driver: [RECRUITING, ORIENTATION, TRAINING, EMPTY TRUCK DAYS - or [ESTIMATE]] Budget for changes: [AMOUNT] Analyze: 1. Turnover rate overall and by tenure band: first 30 days, 31-90 days, 91-365 days, over 1 year. 2. Differences by terminal, dispatcher, equipment, and route type. 3. Themes in exit reasons. Separate stated reasons from likely real ones: pay variability, miles promised vs delivered, home time missed, detention, dispatcher relationship, equipment condition, orientation experience. 4. The cost of turnover per driver and per year. Return: - A findings table: Pattern | Evidence | Likely cause | Fix | Cost | Expected impact. - A 90-day plan focused first on the tenure band with the highest losses. - An improved first-90-days check-in schedule (who calls the driver, when, what they ask). - 3 metrics to track monthly. Only calculate from the data I give; mark missing data [ADD]. Keep proposals fair and consistent across drivers, and check pay or policy changes against local employment law.