Drivers rarely change behaviour because a score or report exists. Change is more likely when feedback is timely, specific and applied fairly.
Why the feedback loop breaks
A report reviewed weeks after an event can confirm what happened, but it may arrive too late to support a useful conversation. The same is true when similar events receive different responses from different supervisors.
Drivers need to understand the behaviour being discussed, the evidence behind it and what is expected next. Managers need a consistent way to record and revisit the conversation.
Make coaching practical
Use a simple routine: identify the pattern, discuss the context, agree the expected change and review it later. Keep the conversation about observable behaviour rather than a broad judgement of the driver.
This approach makes accountability easier to explain and gives both the driver and supervisor a clearer basis for improvement.