BY AMY COOLEY
Let’s be honest: Traditional performance reviews are not always a great fit for chauffeurs. The format is often too generic, the timing inconsistent, and the criteria are not well suited to the real day-to-day work of professional drivers.
But that does not mean performance reviews in general aren’t valuable. In fact, when done right, they can be a powerful tool to reinforce standards, highlight growth, and energize your team heading into the new year.
It’s time to rethink the process—starting with when, how, and what we review.
Why January Makes Sense
If you’ve ever struggled to keep up with anniversary-based reviews, you are not alone. Trying to review a few employees every month often leads to delays or missed reviews altogether. Moving to an annual review period for chauffeurs solves a few problems:
❱ It’s efficient. You batch the process and stay on track.
❱ It aligns with your calendar. January is typically slower in this industry, giving you time to reflect on the past year and set goals for the next.
❱ It creates a fresh start. Instead of tacking a performance conversation onto someone’s anniversary (which might fall right after a conflict, a schedule crunch, or a bad week), you shift the tone: Here’s where you’ve been. Here’s where you’re going.
Bonus: You can still recognize a team member on their anniversary, just without the added pressure of a formal evaluation.
What to Include in a Chauffeur Review
If you want your reviews to feel relevant and meaningful, skip the vague questions and focus on the metrics that actually matter in your operation. Here are a few performance areas to consider:
Safety Performance
❱ Safety score from your onboard safety monitoring tool
❱ Number and type of alerts (hard braking, speeding, distracted driving)
❱ Improvement over time
Coaching & Corrections
❱ Record of any coaching, warnings, or performance conversations
❱ Whether the chauffeur responded positively and improved
❱ Patterns or repeated concerns
Client Feedback
❱ Compliments and 5-star reviews
❱ Specific examples of professionalism, courtesy, or going above and beyond
Operational Consistency
❱ Vehicle cleanliness and refueling after trips
❱ Adherence to grooming and uniform standards
❱ Responsiveness to office communication
Reliability & Availability
❱ Average weekly hours (used to confirm full-time or part-time status)
❱ Number of trips declined within committed availability
❱ Instances of picking up extra trips or helping outside of availability
Professionalism & Culture Fit
❱ Adherence to company policies
❱ Representing the brand and values
❱ Peer interactions and overall team attitude
How to Track It (Without Expensive Software)
Yes, there are apps and platforms out there—but you may already have the tools you need.
You can create a simple, shared spreadsheet or form to track ongoing metrics like:
❱ Coaching notes or performance concerns
❱ Positive feedback from clients or team members
❱ Safety scores (logged monthly or quarterly)
❱ Availability issues or trip refusals
Use checkboxes, dropdowns, and date fields to make it easy. If you track performance consistently throughout the year, your January reviews practically write themselves.
Make It a Conversation, Not a Scorecard
The goal is not to “grade” your chauffeurs—it’s to reflect, align, and grow. A strong review conversation should:
❱ Recap the past year honestly (the highs and the lows)
❱ Celebrate improvement
❱ Set one or two meaningful goals for the year ahead
It should also make space for the chauffeur’s input. What are they proud of? Where do they want to improve? What support or training would help them do even better?
But here’s the catch: This only works if you are giving timely, continuous feedback throughout the year. A January review should summarize what has already been discussed, a snapshot of the year, not the first time someone hears about an issue. If chauffeurs feel blindsided, it is a sign your feedback loop is broken.
By building in coaching moments, quick check-ins, and clear expectations all year long, you make the review process less intimidating—and more useful for everyone.
Final Thought: A Review Is a Retention Tool
Some operators avoid performance reviews for chauffeurs altogether, especially if the employee is still in a Final Written Warning status. But here’s the thing: even if someone has had a rocky year, they still deserve a clear picture of how they are doing—and what you expect moving forward.
By taking a thoughtful, consistent approach to annual reviews, you reinforce the message: You matter here. We’re paying attention. We want to help you succeed. That kind of clarity and care builds trust—and in this industry, that’s how you keep your best people on the road. [CD1025]
Amy Cooley is HR Leader for The LMC Groups. She can be reached at
