Most fleet companies already track driving behaviour and have scores, reports, and dashboards. And yet nothing really changes.

This happens for a simple reason: data alone doesn’t change driving style. What actually works is a clear coaching and motivation system.

And when it’s done right, the results are measurable. Safer driving reduces fuel consumption, wear and tear, and accident risk. That creates real savings and many companies share part of those savings with drivers through bonuses or reward systems.

In this article, we’ll show you real examples of such systems, implemented by our clients. You can simply copy what works for them and see how it improves safety and savings across your fleet too!

Some companies keep it straightforward.

For example, one waste management company includes driver behaviour as one of several criteria in a monthly bonus. 

If a driver’s score goes above a certain threshold, they receive the full bonus.

Managers review results every week and speak to underperformers. If driving behaviour doesn’t improve after several coaching sessions, there are consequences and the driver can even be moved out of a driving role.

What’s interesting here is that driver behaviour is only one part of the bonus. Because of that, the impact is limited since many drivers don’t actively try to improve their score.

Another company took a different route.

They rank all drivers from A to E based on around 10 behaviour metrics.

Every month, the top performers receive rewards like vouchers or extra days off.

At the same time, the lowest performers don’t just get ignored or punished. The company pairs them with a coach and retrain. Top drivers are also involved in this process, so they can share good habits with their colleagues.

The company notes that before introducing this system, nothing changed in driving styles. Drivers had different scores, but they didn’t have any reason to care. Once competition and rewards were added, engagement increased immediately.

In some fleets, the focus is not the score itself, but the outcome.

One company ties bonuses to fuel consumption.

If fuel usage stays within the expected range, everything is fine. If not, they start looking at driving behaviour to understand why.

Driver salary consists of a base rate plus a bonus, and that bonus depends on discipline, vehicle care, and fuel efficiency.

This approach works because it’s easy to explain: better driving = lower costs = higher bonus.

Many companies are only rewarding the best drivers. But some of the clients we talked to do the opposite.

In one case, the top 1–5 drivers received a fixed monthly bonus. But at the same time, drivers who improved the most also received rewards, sometimes even higher ones.

For example, reducing fuel consumption significantly could result in a larger bonus than simply being “the best”.

This approach changes behaviour because it involves everyone. Instead of competing only at the top, all drivers start paying attention.

Not every company wants drivers to compete against each other.

For example, one of our clients rewards the whole team when they reach a target.

If a team hits a certain coasting percentage, everyone gets a reward - not necessarily a financial bonus, even something simple like food or a small event.

There are also individual rewards, but the focus is on shared results.

This works well in environments where individual comparison feels unfair.

Some fleets don’t run monthly competitions at all. Instead, they evaluate performance over a full year.

The drivers with the best driving scores receive awards once a year, and companies are starting to add “most improved” categories as winners as well.

The challenge here is data: finding the most improved drivers requires comparing long periods so it takes a bit extra time for the manager to go through all reports.

Despite different approaches, the pattern is the same:

• data alone doesn’t change behaviour

• rewards create motivation

• personalised coaching makes the change stick

You don’t need to build everything from scratch. Most of the building blocks are already there, right in the Mapon platform.

Start with measurement:

• track driving behaviour

• monitor fuel usage

• collect driving event data

Then move to analysis:

• identify patterns

• compare drivers

• find inefficiencies

Don’t forget coaching:

• review trips with drivers

• explain specific situations

• track progress over time

Finally, introduce motivation:

• set clear thresholds

• build rankings or categories

• reward both performance and improvement

The key is to connect all these steps, not treat them separately.

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If you want to see how this could work in your fleet and don’t have a proper driving behaviour monitoring system yet, simply reach out to our team!