While remote work has shifted from novel to normal in corporate America, millions of employees have been working remotely for decades—not from kitchen tables or home offices, but from the driver’s seat of their vehicles. For the 33% of the American workforce who spend significant time driving for work, the car has always been their primary workspace. 

New research from Motus reveals a striking reality: Driving employees spend an average of 13 hours weekly working from their vehicles—roughly equivalent to one-third of a standard work week. Yet despite this massive workforce of field teams and driving employees, most organizations continue to treat vehicle programs as an afterthought rather than recognizing them as critical workplace infrastructure. 

The Original Remote Office Revolution 

Long before Zoom calls and standing desks, field teams were conducting business from their cars. Healthcare professionals driving between patient visits, sales representatives traveling to client meetings, construction managers moving between job sites—these workers have been proving for generations that productivity does not require a traditional office. 

The parallels to today’s work-from-home movement are striking: 

• Flexibility over rigidity: Just as remote workers prefer flexible schedules, driving employees report 43% higher satisfaction when they can choose vehicles that match their personal preferences 

• Technology as an enabler: Modern mileage tracking tools save workers more than 21 hours annually on administrative tasks—like how collaboration software streamlines remote work 

• Results over attendance: Companies implementing automated vehicle reimbursement tools report 23% faster expense processing and 17% fewer disputes 

Beyond Productivity: The Driver Satisfaction Factor 

The data reveals something fascinating about employee preferences in personal vehicle use for work. When former fleet drivers transition to personal vehicle reimbursement programs, 68% report increased job satisfaction. The reason? Choice and control. 

Just as remote workers value the flexibility to design their home office, driving employees want to choose vehicles that serve both their professional needs and personal lifestyle. The top benefits they cite include: 

1. Lifestyle fit: The ability to drive a vehicle that matches personal preferences 

1. Ownership comfort: Feeling more comfortable in a personally-owned vehicle 

1. Maintenance control: Choosing preferred service providers 

1. Tax advantages: Receiving tax-free reimbursements 

This preference for personal choice over corporate-controlled options mirrors broader workplace trends toward employee empowerment and autonomy. 

Regional Challenges in the Mobile Workspace 

One area where the mobile workspace faces unique challenges is geographic equity. Unlike remote workers who primarily deal with internet connectivity variations, driving employees face dramatic cost disparities based on location. 

Fuel costs in Western states are significantly higher than in the Midwest, yet many companies use uniform national reimbursement rates. This creates a situation where identical work generates different net compensation based purely on geography—a fairness issue that forward-thinking organizations are addressing through region-specific reimbursement models. 

Companies implementing regionally-adjusted programs report up to 32% higher employee satisfaction, linking fairness directly to retention. 

The Future of the Mobile Workspace 

As the broader workforce continues to embrace flexible work arrangements, it’s time to extend that same innovation to America’s field teams and driving employees. This means: 

Investing in mobile workspace technology: Automatic mileage tracking, streamlined expense processing, and integrated platforms that make administrative tasks as seamless as possible. 

Embracing choice and flexibility: Allowing employees to select vehicles that match both work requirements and personal preferences, just as remote workers customize their home offices. 

Addressing regional equity: Implementing fair, location-aware reimbursement that accounts for real-world cost variations. 

Recognizing vehicle-based work as legitimate work: Understanding that the car is a workplace that deserves the same attention to productivity, comfort, and efficiency as any traditional office. 

Conclusion: It’s Time to Modernize America’s Original Remote Office 

The mobile workspace is not going anywhere—if anything, it’s growing. As businesses expand geographically and customer expectations increase, the need for field teams and driving employees will only intensify. Organizations that recognize this reality and invest in modernizing their mobile workspace infrastructure will gain a significant competitive advantage in attracting and retaining talent. 

The era of treating car-based work as a second-class workplace arrangement is ending. Companies that embrace the car as a legitimate workspace—and support it with the technology, flexibility, and fairness that driving employees deserve—will unlock the full potential of America’s original remote workforce. 

After all, they have been proving that work happens everywhere for decades. It’s time the rest of us caught up. 

This analysis is based on survey data from 4,258 driving employees and operational insights from Motus platform data representing millions of business miles driven annually. For the complete findings, download The State of Corporate Driving in America: 2025 Benchmark Report. 

The post Why It’s Time to Modernize the Original Remote Workplace: The Car appeared first on Motus.

The company car has long been considered a coveted employee benefit—a symbol of corporate success and a practical solution for businesses with mobile workforces. But new data suggests this traditional approach may be working against both employee satisfaction and business objectives. 

According to Motus’s comprehensive 2025 State of Corporate Driving in America Benchmark Report, 68% of former fleet drivers report increased job satisfaction after transitioning to reimbursement programs. This striking statistic represents more than a preference shift—it signals a fundamental transformation in how employees view the relationship between their work and their vehicle. 

Here’s why former fleet drivers report higher job satisfaction after shifting to vehicle reimbursement programs. 

The Great Vehicle Program Migration 

The numbers tell a compelling story of changing workforce expectations. Employee satisfaction increases 43% when workers are allowed to choose vehicles that match their lifestyle needs, demonstrating that personalization in vehicle programs drives significantly better outcomes than one-size-fits-all approaches. 

This isn’t simply about having a newer car or better features. The research reveals that the transition from fleet vehicles to personal vehicle reimbursement addresses deep-seated employee needs that traditional company car programs often ignore. 

Beyond the Keys: What Really Drives Satisfaction 

When employees were asked about the advantages of using personal vehicles for work, their responses revealed what truly matters in today’s mobile workplace: 

Lifestyle Fit Ranked #1: The ability to drive a vehicle that best fits personal lifestyle was overwhelmingly ranked as the top benefit. This goes beyond mere preference—it’s about alignment between personal identity and professional requirements. 

Ownership Comfort: Employees consistently report feeling more comfortable and confident driving a personally-owned vehicle versus a company car. This psychological factor translates into improved performance and reduced stress during work-related driving. 

Maintenance Control: The ability to choose preferred maintenance providers and service schedules gives employees a sense of agency often missing in fleet programs where maintenance is centrally managed and potentially inconvenient. 

Financial Advantages: Tax-free monthly reimbursements provide clear, immediate financial benefits that employees can see and appreciate, unlike the often-hidden costs and tax implications of company vehicles. 

The Choice Advantage 

As the 2025 benchmark data demonstrates, the era of one-size-fits-all vehicle programs is ending. Employee preference has shifted decisively toward personal vehicle choice, and organizations that recognize this trend will gain significant competitive advantages in attracting and retaining mobile talent. 

The 68% satisfaction improvement among former fleet drivers isn’t just about vehicles—it’s about respect for employee autonomy, recognition of individual needs, and trust in employee decision-making. These factors create a positive workplace culture that extends far beyond transportation. 

The question for organizations is not whether employee preferences are shifting—the data conclusively proves they are. The question is whether your organization will proactively embrace this change or wait until competitive pressure forces adaptation. 

The most successful companies will be those that view vehicle programs not as a necessary cost center, but as a strategic tool for employee engagement, satisfaction, and retention. In an era where talent acquisition and retention are critical competitive advantages, the choice between fleet vehicles and personal vehicle reimbursement isn’t really a choice at all.  

Want to explore the complete picture? The full 2025 State of Corporate Driving in America Benchmark Report contains detailed analysis of transition strategies, industry-specific insights, and comprehensive data on employee preferences across vehicle programs.  

Download the complete report to access strategic recommendations that can help you design a vehicle program that drives both employee satisfaction and business success. 

The post Why 68% of Drivers Are Happier On the Job Post-Fleet appeared first on Motus.

While China dominated with 5.5 million EV sales (up 32%) and Europe contributed 2.0 million sales (up 26%), North America managed only modest 3% growth. Even more telling: the U.S. saw just 6% growth, while Canada experienced a dramatic 23% decline. Mexico was the regional bright spot with 20% growth, largely driven by Chinese EV imports. 

The picture is about to get more complicated. On July 4, President Trump signed legislation that eliminates all Inflation Reduction Act EV tax credits after September 30, 2025. Just over half of the EVs sold in the U.S. this year qualified for those credits, and Rho Motion predicts a rush in Q3 before the subsidies disappear—followed by a decline in sales after that. 

The Policy Whiplash Effect 

The abrupt policy shift exemplifies the volatility that businesses face when making fleet decisions based on government incentives. According to J.D. Power’s E-Vision Intelligence Report, 87% of EV shoppers in 2024 took advantage of the tax credit—many citing it as a key reason for their purchase. When such a significant purchasing factor disappears overnight, it creates uncertainty for both consumers and employers. 

This uncertainty extends beyond just purchase decisions. Toyota Motor Corp. recently delayed the launch of its planned gas-electric hybrid SUV, shifting production from late 2025 to early 2026, highlighting growing challenges in the global electric vehicle sector as automakers adjust production targets to reflect changing consumer demand and policy conditions. 

For businesses that mandate specific vehicle types through traditional fleet programs, these policy shifts create operational headaches. Companies that committed to all-electric fleets may find themselves navigating supply constraints, changing incentive structures, and employee resistance—all while trying to maintain productivity and manage costs. 

The Diverging Regional Landscape 

The global EV market’s uneven development reveals another challenge for multinational companies or those with geographically dispersed workforces. Spain is leading European growth with 85% EV sales increase, while France is struggling with a 13% decline due to reduced subsidies. In Europe, the UK and Germany are showing solid growth at 32% and 40% respectively, but each market has different incentive structures, charging infrastructure, and consumer preferences. 

This patchwork of regional differences makes one-size-fits-all vehicle policies increasingly problematic. What works for a sales team in California may be completely inappropriate for field service technicians in rural Canada or account managers in emerging EV markets. 

Beyond the EV Binary: The Rise of Hybrid Solutions 

While media attention focuses on the pure electric versus gasoline debate, market data reveals a more nuanced reality. Toyota announced that the 2026 RAV4—America’s top-selling SUV—will be offered exclusively as a hybrid or plug-in hybrid, eliminating traditional gas engines for the first time. RAV4 hybrids already accounted for 44% of the vehicle’s sales last year, with plug-in models representing 6.5%. 

This shift toward hybrid technology illustrates how the market is moving beyond simple binary choices. Toyota’s electrified vehicles reached 48.1% of total sales in the first half of 2025, up from 44.5% the previous year. For many employees, hybrid vehicles offer the best of both worlds: improved fuel efficiency and reduced emissions without the range anxiety or charging infrastructure concerns associated with pure electric vehicles. 

The Employee Choice Advantage 

These market dynamics underscore why employee choice in vehicle selection has become more valuable than ever. Rather than betting on a single technology or trying to predict policy changes, forward-thinking companies are discovering the benefits of letting employees choose vehicles that work for their specific circumstances—both professional and personal. 

Consider the diverse needs within a typical mobile workforce: 

• Urban sales representatives might prefer compact EVs for city driving and readily available charging 
• Rural service technicians may need hybrid pickups that can handle both daily commutes and remote work sites 
• Long-distance account managers might choose plug-in hybrids for local electric driving with gasoline backup for longer trips 
• Multi-state sales teams could benefit from different choices based on their regional charging infrastructure 

Geographic Flexibility in Action 

The regional variations in EV adoption highlight another advantage of employee choice: geographic adaptability. While Mexico is experiencing 20% EV growth, Canada faces a 23% decline. A company with operations in both markets benefits when employees can choose vehicles appropriate for their local conditions rather than being locked into a single fleet strategy. 

This flexibility becomes even more important as charging infrastructure, local incentives, and cultural preferences continue evolving at different rates across markets. Employees understand their local driving patterns, infrastructure limitations, and personal needs better than any corporate fleet manager could. 

Technology Transition Management 

Toyota’s production delays and design changes reflect the broader challenges automakers face in scaling new technologies. When companies mandate specific vehicle types, they absorb all the risks associated with supply chain disruptions, technology delays, and changing consumer preferences. 

Employee choice distributes these risks naturally. Some employees will adopt new technologies early, others will wait for proven reliability and infrastructure, and many will choose hybrid solutions that bridge both worlds. This organic adoption pattern typically results in smoother transitions and higher employee satisfaction. 

Cost Predictability 

From a financial perspective, employee choice programs often provide more predictable costs than traditional fleets. Rather than absorbing the depreciation risk, maintenance costs, and residual value uncertainty of owned vehicles, companies can establish reimbursement rates that reflect actual market conditions and employee usage patterns. 

Modern reimbursement programs can incorporate location-specific rates that account for local fuel costs, insurance rates, and driving conditions. This geographic granularity becomes increasingly important as different regions experience different rates of EV adoption and infrastructure development. 

Technology Integration and Oversight 

Today’s vehicle reimbursement platforms address traditional concerns about oversight and control while maintaining employee flexibility. GPS-validated mileage tracking, automated expense reporting, and real-time spending visibility give companies the data they need without dictating vehicle choices. 

These systems can easily accommodate the current technology transition by tracking different types of vehicles and reimbursement rates. Whether an employee chooses a traditional vehicle, hybrid, plug-in hybrid, or full electric, the platform can apply appropriate rates and generate necessary reporting for tax compliance and environmental tracking. 

Looking Forward: Preparing for Continued Evolution 

Rho Motion analysts predict over 20 million EVs will be sold globally in 2025, representing 18% growth, but this growth remains unevenly distributed. As Rho Motion data manager Charles Lester noted, “With Trump’s latest cuts in his ‘Big Beautiful Bill,’ the US could struggle to see any growth in the EV market overall in 2025”. 

For businesses, this continued uncertainty argues for vehicle strategies that can adapt quickly to changing conditions. Employee choice programs provide natural flexibility that allows companies to benefit from technological improvements and policy changes without being locked into specific platforms or technologies. 

The current EV market transition offers valuable lessons about the importance of flexibility in vehicle programs. Rather than trying to predict which technologies will dominate or which policies will persist, companies can leverage employee choice to navigate the transition successfully while maintaining operational efficiency and cost control. 

As the global vehicle market continues evolving at different speeds across different regions, the companies that provide employees with choice and flexibility will be best positioned to adapt, attract talent, and optimize their mobile workforce strategies. 

For businesses seeking to balance environmental goals with operational flexibility during the ongoing vehicle technology transition, professional guidance can help design reimbursement strategies that accommodate diverse employee needs while maintaining cost predictability and administrative efficiency. 

The post EV Market Shows Global Growth But Stalls in the U.S.: Why Employee Choice Matters More Than Ever appeared first on Motus.

But here’s the encouraging news: It doesn’t have to be that way. The organizations that succeed share something in common—they follow proven change management strategies and partner with experts who understand both the business case and the human element of transformation. 

Recently, we sat down with real customers who’ve lived through successful vehicle program transitions to understand what separates smooth implementations from problematic ones. Their insights reveal the practical strategies, honest challenges, and measurable results that come from getting vehicle program transitions right the first time. 

The Cost of Staying Put: Why Shaw Industries Made the Switch 

For Shaw Industries, a Berkshire Hathaway company with over 600 drivers, the catalyst for change came from multiple directions. Evette Wheeler, Outsource Payable Manager, had been overseeing their expense program for over 20 years when several factors converged to make vehicle program evaluation a priority. 

“We knew that [our old program] was considered always a black hole when we talk about auditing and couldn’t really justify the spend a lot of times,” Wheeler explains. “We had issues where we wanted to prevent risk. We didn’t have a very good way of keeping up with our insurance compliance.” 

The manual processes were creating multiple pain points: 

• Employees manually entering mileage with minimal IRS-required information 
• Administrative burden preventing salespeople from focusing on customers 
• Lack of visibility into actual driving patterns and costs 
• Compliance gaps that exposed the company to audit risk 

But perhaps most telling was Wheeler’s observation about “honest fraud”—those accidental half-mile additions that happen with manual entry. “With the Motus program, you’re able to maybe prevent that honest fraud where someone’s accidentally adding that half a mile or something to their manual entry.” 

The results speak for themselves. Shaw Industries not only achieved cost savings but also got their sales team “out from behind the desk and back in front of the customer.” The compliance improvements and risk management benefits provided additional value that justified the transition decision. 

From Skeptical to Satisfied: A Driver’s Honest Take 

Matt Chapman from KC Bobcat offers a unique perspective on vehicle program transitions. As someone in operations who helped pilot the program change, he experienced both sides—the business rationale and the day-to-day driver reality. 

“People were initially concerned with going through and purchasing their own vehicles. How is it going to track everything correctly?” Chapman recalls about the early resistance. 

His company faced significant challenges with their previous fleet program: 

• Insurance premiums and deductibles becoming “unbearable” 
• Company liability exposure from driver incidents 
• Lack of privacy (they considered cameras but rejected them for personal conversations) 

The transition anxiety was real, but the results were immediate. “All the concerns that we had were out the door right away. After about week one,” Chapman explains. “It was a seamless transition, had no issues at all, and been happy with it.” 

Seven months later, Chapman’s verdict is clear: “I don’t think we’d ever go back to our old ways now that we have Motus. It’s just been a super easy process and makes everyday life easier.” 

Technology That Actually Works: Smart Mileage Tracking in Action 

One of the biggest concerns organizations have about vehicle program transitions is accuracy. How do you ensure proper mileage tracking without creating administrative burden? The answer lies in technology that works seamlessly in the background. 

Chapman describes how the Smart Trip technology eliminates the guesswork: “All you do is you put in your business hours. So if you want to go from 6 am to 6 pm, as soon as you drive, that’s being locked. It’s a super easy and super seamless process.” 

The system provides the accuracy businesses need while giving drivers control over their privacy. “It tracks everywhere you go. You can go in and change your mileage if you go over lunch hour. You switch that over to personal miles versus business miles. You’re able to decipher those in an easy way.” 

Implementation at Scale: Proven Expertise You Can Trust 

When organizations are considering vehicle program transitions, one critical question emerges: can the solution provider handle our scale and complexity? Rachel Schiele, VP of Customer Success at Motus, brings 15 years of implementation experience to answer that question. 

The numbers tell the story: 

• Largest single implementation: 9,400 drivers in 15 weeks 
• Largest implementation this year: 2,000 employees 
• Proven capability from small teams to enterprise-scale transitions 

The Ripple Effect: When Success Spreads 

Perhaps the strongest indicator of a successful vehicle program transition is organic advocacy. Wheeler shares a telling observation from Shaw Industries: “We have several that come off of fleet and are begging for Motus. They’ll contact us and say, ‘Hey, get me on Motus now.'” 

This wasn’t a one-time occurrence. “Our initial group was one part of our sales that went on board, and they encouraged the other sales entity in our organization to go on Motus as quickly as possible. So it’s something that definitely is contagious—a good contagion when you bring it into your company.” 

The Human Element: Change Management That Works 

Successful vehicle program transitions aren’t just about technology—they’re about people. The organizations that succeed understand that change affects different employees differently and plan accordingly. 

Schiele emphasizes the importance of stakeholder alignment: “Making sure that you have the right stakeholders involved in making that decision to change and then helping guide through the series of changes as it’s going live.” 

The key is clear communication about benefits at every level. “Having clearly defined why messaging at all levels—making sure that all levels of stakeholders from leadership through to the individually impacted employees have a clear understanding of why the organization is making the change.” 

Chapman’s advice to fellow drivers captures this perfectly: “Just put trust in your leadership. Your leadership knows what’s gonna be best for the company. Change is difficult, but there’s a reason for the change. There’s no need to sit there and worry and be anxious about it. It’s all gonna work out at the end of the day.” 

Key Takeaways for Your Vehicle Program Transition 

Based on these real-world experiences, several critical success factors emerge: 

1. Know Your Why: Both organizations had clear business drivers for change—cost control, compliance, risk management, and employee productivity. Understanding and communicating these drivers at all levels is essential.
2. Plan for People, Not Just Process: Successful transitions address the human element proactively. Expect questions, plan for anxiety, and have clear messaging about individual benefits, not just business benefits.
3. Choose Technology That Works: The best vehicle program solutions combine accuracy with ease of use. Employees should experience the technology as helpful, not burdensome.
4. Partner with Proven Expertise: Implementation experience matters. Choose a partner who has successfully managed transitions at your scale and complexity level.
5. Communicate Early and Often: Transparent, honest communication about changes, benefits, and expectations sets the foundation for successful adoption.

Your One Chance to Get It Right 

Vehicle program transitions represent a unique opportunity to improve cost control, enhance compliance, reduce risk, and increase employee satisfaction—all at the same time. But as these real stories demonstrate, success requires more than good intentions. It requires proven strategies, experienced partners, and careful attention to both business and human factors. 

The organizations featured here didn’t just survive their vehicle program transitions—they thrived. Their experiences offer a roadmap for others ready to make the change, proving that with the right approach, vehicle program transitions can deliver transformational results. 

Ready to learn more about how Motus can help your organization navigate a successful vehicle program transition? Contact our team to discuss your specific needs and explore how our proven approach can work for your drivers and your business. 

The post Vehicle Program Transitions: Real Stories from the Field appeared first on Motus.

Imagine two employees doing identical jobs for the same company—one based in Denver, the other in Detroit. Both drive the same number of miles for work, use similar vehicles, and perform at the same level. Yet one consistently pays significantly more out-of-pocket for their work-related driving expenses than the other, simply because of where they live. 

This isn’t a hypothetical scenario. It’s happening right now at companies across America that rely on uniform national vehicle reimbursement rates. 

The Hidden Cost of Geographic Inequality 

According to Motus’s groundbreaking 2025 State of Corporate Driving in America Benchmark Report, employees in Western states face fuel costs that are up to 37% higher than their Midwestern counterparts. This dramatic disparity reveals a fundamental flaw in how most organizations approach vehicle reimbursement for their mobile workforce. 

The research, which analyzed data from over 4,000 driving employees across multiple industries, exposes what we’re calling “the geography gap”—the growing divide between actual driving costs and reimbursement adequacy across different regions of the United States. 

Beyond Fuel: The Full Picture of Regional Disparities 

While fuel costs represent the most visible disparity, the geographic differences extend far beyond the gas pump: 

Western Region: Employees face the nation’s highest fuel costs, particularly in California, creating significant reimbursement challenges that compound with higher insurance and registration fees. 

Northeast Region: Workers deal with shorter trips but higher fuel costs, plus unique challenges from urban congestion that increase both time and expense per mile driven. 

Midwest Region: Drivers typically cover longer distances but benefit from generally lower fuel prices, creating a different cost structure entirely. 

Southern States: Employees experience some of the highest annual mileage totals, with varying fuel costs depending on proximity to refineries and state tax policies. 

The Business Impact: When Fairness Drives Performance 

The data reveals that these regional inequities aren’t just a matter of accounting—they’re directly impacting employee satisfaction and retention. Companies implementing region-specific reimbursement models report 32% higher satisfaction rates among driving employees. 

This correlation between fairness and satisfaction makes business sense. When employees in high-cost regions consistently pay more out-of-pocket for work-related expenses, it effectively reduces their compensation compared to colleagues doing identical work in lower-cost areas. Over time, this hidden inequality can drive talent away from critical markets and create recruitment challenges in expensive regions. 

The Modern Mobile Workforce: Stakes Higher Than Ever 

The importance of getting vehicle reimbursement right has never been greater. The research shows that mobile workers spend an average of 13 hours weekly working from their vehicles—roughly equivalent to 33% of a standard work week. For these employees, their vehicle represents more than transportation; it’s their primary workspace. 

This reality makes vehicle programs a critical component of workforce strategy, yet many organizations continue to rely on outdated approaches that fail to recognize regional cost variations. As the report notes, “The era of rigid corporate vehicle policies is ending. Success requires flexible, technology-enabled solutions that recognize vehicles as legitimate workspaces.” 

Industry-Specific Challenges Multiply Regional Issues 

The geographic disparities become even more complex when viewed through an industry lens. The benchmark report’s analysis of vehicle preferences across different sectors reveals how job requirements intersect with regional costs: 

• Construction workers in the Western states face the double burden of higher fuel costs and the need for larger, less fuel-efficient vehicles 

• Healthcare workers in expensive Northeastern markets must balance reliability requirements with premium fuel prices 

• Sales teams covering large territories in the South deal with high mileage volumes in states with varying cost structures 

Technology as the Equalizer 

Progressive organizations are turning to technology-enabled solutions to address these geographic inequities. Companies implementing automated mileage tracking tools report 23% faster expense processing and 17% fewer reimbursement disputes, while also gaining the granular data needed to implement fair, region-specific reimbursement models. 

Modern Fixed and Variable Rate (FAVR) programs can automatically adjust reimbursement rates based on local cost factors, ensuring that employees in all regions receive fair compensation for their work-related driving expenses. This approach eliminates the hidden geographic penalty that uniform national rates create. 

The Path Forward: From Uniform to Fair 

The research makes clear that one-size-fits-all reimbursement models are not just outdated—they’re actively creating inequity in the workforce. Rising fuel price volatility is making regional reimbursement disparities increasingly problematic for nationwide workforces, creating hidden inequities in compensation for employees doing identical work in different states. 

Organizations that continue to rely on uniform national rates risk: 

• Talent flight from high-cost markets where employees are effectively penalized for their location 
• Reduced recruitment effectiveness in expensive regions where out-of-pocket costs deter candidates 
• Compliance risks as state-by-state employment regulations increasingly focus on expense reimbursement adequacy 
• Productivity losses from dissatisfied mobile employees who feel unfairly compensated 

Taking Action: The Business Case for Change 

The solution isn’t complex, but it does require strategic thinking. Leading organizations are adopting region-specific reimbursement frameworks that: 

• Account for local cost variations in fuel, insurance, and vehicle operating expenses 
• Leverage data-driven approaches that automatically adjust to market changes 
• Provide transparency so employees understand how their reimbursement rates are calculated 
• Maintain compliance with evolving state and federal regulations 

The business case for these changes is compelling. Beyond the satisfaction improvement, organizations implementing fair, region-specific reimbursement report better retention in competitive markets, improved recruitment outcomes, and stronger performance from mobile teams who feel equitably compensated. 

The Competitive Advantage of Fairness 

As the 2025 benchmark data makes clear, the geography gap isn’t going away—if anything, regional cost disparities are likely to increase as economic policies, environmental regulations, and infrastructure investments vary by state. Organizations that proactively address these inequities will gain a significant competitive advantage in attracting and retaining mobile talent. 

The question isn’t whether regional differences in driving costs exist—the data conclusively proves they do. The question is whether your organization will continue to penalize employees for geography, or whether you’ll embrace the technology and strategies needed to ensure fairness across your entire mobile workforce. 

Ready to dig deeper into the data? The complete 2025 State of Corporate Driving in America Benchmark Report contains comprehensive analysis of regional cost variations, industry-specific vehicle preferences, and strategic recommendations for modernizing your vehicle reimbursement program. Download the full report to access detailed insights that can help you eliminate the geography gap and create a truly fair reimbursement strategy for your mobile workforce. 

The post The Geography Gap: How Regional Differences Impact Vehicle Reimbursement Fairness appeared first on Motus.

San Diego’s perfect weather provided the backdrop for SHRM 2025, but inside the convention center, the conversations were heating up around one of HR’s most overlooked challenges: effectively managing and supporting employees who spend significant time working from their vehicles. 

The Original Remote Workspace 

“The State of Corporate Driving in America Quiz,” drew many HR professionals eager to test their knowledge about corporate driving trends. What we discovered was both surprising and telling—while 68% of former fleet drivers report increased job satisfaction after switching to vehicle reimbursement programs, many HR leaders were unaware of just how much time their field teams spend working from their cars. 

The reality check: Driving employees spend 33% of their work week—13 hours weekly—working from their vehicles. As one attendee put it after taking our quiz, “I never thought of vehicles as America’s original remote workspace, but that’s exactly what they are!” 

Beyond the Booth: Real Conversations, Real Challenges 

Throughout the three-day event, we had the privilege of connecting with existing Motus users who shared their success stories, while introducing ourselves to HR professionals facing familiar pain points: 

Administrative Burden Overload HR teams told us they’re drowning in manual expense reports, struggling with inaccurate mileage submissions, and spending countless hours on vehicle program administration that could be better spent on strategic initiatives. 

The Fairness Factor A recurring theme was regional inequality. Our quiz revealed that Western region employees face fuel costs 37% higher than their Midwestern counterparts, yet many organizations still use uniform national reimbursement rates.  

Technology Expectations vs. Reality While 64% of driving employees prefer GPS-based automatic tracking, many organizations are still relying on outdated, manual processes. The disconnect between employee expectations and current systems was a wake-up call for several attendees. 

The Modern Solution: Strategic Vehicle Reimbursement 

Our conversations consistently circled back to a fundamental shift in thinking—moving from viewing vehicle programs as administrative necessities to recognizing them as competitive advantages for talent acquisition and retention. 

What We Shared: The Five Pillars of Program Success 

1. Strategic Planning & Stakeholder Alignment Building compelling business cases with clear ROI projections while securing executive buy-in through data-driven presentations.
2. Change Management Excellence Developing comprehensive communication strategies and creating phased rollout plans to minimize disruption.
3. Technology Integration Implementing mobile-first solutions that integrate seamlessly with existing HR systems while providing real-time reporting capabilities.
4. Driver Experience Optimization Simplifying onboarding processes and delivering intuitive, user-friendly tools that employees actually want to use.
5. Continuous Improvement & Optimization Monitoring key performance indicators and conducting regular program reviews to ensure sustained success.

The FAVR Advantage 

One of our most impactful conversations centered around Fixed and Variable Rate (FAVR) programs. Unlike traditional fleet vehicles or simple cents-per-mile reimbursements, FAVR programs offer: 

• Accurate, localized rates that account for regional cost differences 

• Tax advantages that benefit both employers and employees 

• Flexibility that allows employees to choose vehicles matching their work needs and lifestyle preferences 

• Transparency that builds trust and satisfaction 

“We’ve been struggling with our fleet program for years,” shared an HR director from the construction industry. “The idea that we could give employees choice while reducing our costs and administrative burden—that’s game-changing.” 

Technology That Transforms 

The automation conversation resonated strongly with attendees. When we shared that automated mileage tracking saves employees 52+ hours annually compared to manual methods, the response was immediate: “That’s more than a full work week of productivity returned to our teams!” 

Our demonstrations of mobile-first solutions showed how technology can transform the employee experience from frustration to satisfaction, with solutions like Motus that deliver 97% driver satisfaction rates and 75% reduction in administrative overhead. 

Looking Forward: The Competitive Advantage of Vehicle Programs 

What struck us most about SHRM 2025 was the shift in perspective we witnessed. HR leaders arrived thinking about vehicle programs as operational necessities. They left understanding how modern reimbursement solutions can become strategic differentiators. 

The statistics spoke for themselves: 

• 68% of former fleet drivers report increased job satisfaction after switching to reimbursement programs 
• Up to 40% cost savings compared to traditional vehicle programs 
• 95% trip capture accuracy with modern technology solutions 

The Human Element 

Beyond the data and technology discussions, what made SHRM 2025 special were the human stories. We met HR professionals genuinely passionate about improving their employees’ work experience. We connected with existing customers who shared how our solutions have transformed their operations. Most importantly, we had the opportunity to demonstrate how proper vehicle program management directly impacts employee satisfaction, retention, and productivity. 

Key Takeaways for HR Leaders 

If you’re managing employees who drive for work, consider these insights from our SHRM 2025 conversations: 

1. Recognize vehicles as legitimate workspaces requiring proper support and optimization 
2. Address regional disparities in vehicle-related costs to ensure fairness 
3. Embrace technology that automates administrative tasks and improves accuracy 
4. Focus on employee choice to drive satisfaction and retention 
5. View your vehicle program as a competitive advantage rather than an administrative burden 

Thank You, San Diego 

As we packed up our booth and reflected on three days of meaningful conversations, one thing was clear: The future of vehicle programs lies in employee-centric, technology-enabled solutions that recognize the unique challenges and opportunities of managing mobile workforces. 

To everyone who stopped by our booth, took our quiz, and shared their challenges and successes—thank you. These conversations drive our mission to transform vehicle programs from administrative burdens into competitive advantages. 

Ready to transform your vehicle program? Contact Motus for a customized assessment and discover how modern reimbursement solutions can become your competitive edge in talent acquisition and retention. 

The post SHRM 2025 San Diego: Uncovering the Hidden Challenges of Managing Mobile Workforces appeared first on Motus.

For organizations managing driving employees, choosing the right mileage tracking solution can make or break operational efficiency. That’s why customer feedback and real-world performance matter more than marketing promises. We’re thrilled to announce that Motus has once again secured the #1 position in G2’s Summer 2025 Grid Report for Mileage Tracking Software—a recognition that validates our unwavering commitment to customer success and industry leadership. 

Why G2 Recognition Matters 

G2’s quarterly reports represent the gold standard in software evaluation because they’re built on authentic user experiences, not vendor marketing. When thousands of real customers rate solutions based on actual performance, satisfaction, and business impact, the results provide invaluable insights for decision-makers worldwide. 

This Summer 2025 recognition is particularly meaningful because it reflects our sustained excellence over multiple quarters. In an increasingly competitive market, maintaining the top position demonstrates that Motus continues to evolve and exceed customer expectations season after season. 

The Motus Difference: Built on Three Foundational Pillars 

Our continued leadership in G2’s mileage tracking category stems from our comprehensive approach to vehicle reimbursement solutions, structured around three core pillars that align perfectly with what modern businesses need: 

Expert Guidance 

With over 80 years of experience, Motus has built more successful vehicle reimbursement solutions than anyone in our space. Our deep industry expertise allows us to design optimal programs that meet your organization’s goals from day one and continue to deliver value year after year as your needs evolve. This expertise underpins our industry-leading change management solutions that adapt to any business requirement. 

Enterprise-Grade Solutions 

Our fully integrated platform streamlines vehicle reimbursements with powerful yet intuitive solutions in one centralized system. Unmatched business intelligence maximizes program value and enables data-driven decisions, while our innovative product roadmap and reliable, secure technology mean we’re continuously advancing to meet evolving workforce needs. 

Built for Every Business 

From standardized, self-managed solutions for smaller organizations to highly tailored, full-service approaches for enterprise clients, our technology scales with companies as they grow. Whether you’re managing 50 or 50,000 mobile employees, Motus provides solutions that adapt to your specific requirements and scale with your business evolution. 

What Our Customers Are Saying 

The real validation comes from the customers who use our solutions daily. Recent G2 reviews highlight the key differentiators that set Motus apart: 

On simplicity and efficiency: “Our simple set it and forget it approach makes capturing mileage virtually effortless. The app has made submitting mileage simpler and more accurate, benefiting both the driver and the company.” 

On comprehensive service: “MOTUS allows us to focus on managing our team of employees across the state and not have to constantly review compliance or usage. This allows us to keep our business running smoothly and let the experts at MOTUS handle all of the communications, documentation, taxation, and compliance issues for us.” 

On driver satisfaction: “Our drivers are more satisfied with the FAVR reimbursement over a flat rate allowance and mileage because it addresses their actual cost of ownership and operation of the vehicle.” 

Delivering on Our Core Values

Our G2 leadership position reflects how we deliver on our core value proposition: optimizing spend, reducing risk, and increasing productivity with proven solutions for employees who drive. 

Optimize Spend 

• Achieve financial objectives with tax-advantaged vehicle reimbursement solutions expertly designed to maximize value and meet employee needs 
• Annual program reviews and on-demand refresh options help scale and adapt as business objectives change 
• Up to 40% savings over other vehicle programs, with 92% of customers achieving ROI in less than 12 months 

Reduce Risk 

• Fully integrated risk mitigation solutions minimize corporate liability exposure and ensure compliance with IRS regulations and labor laws 
• Identify uninsured drivers up to 12x faster than traditional methods 
• Automatic generation of IRS-compliant records and substantiated reimbursements 

Increase Productivity 

• Enterprise-grade solutions simplify vehicle reimbursements for employees, managers, and administrators 
• Centralized visibility into field team activity helps managers better support their teams 
• Employees save up to 21 hours per year on mileage reporting with our streamlined workflows 

The Numbers Behind Our Leadership 

Our G2 recognition is supported by measurable results that demonstrate real business impact: 

• Nearly half-million active B2B users capturing mileage monthly 
• 97% customer retention rate reflecting sustained satisfaction 
• 91% of users say Motus is easy to use for mileage capture 
• 85% of employees report their transition to Motus was easy 
• Ranked #1 in G2 Mileage Tracking Grid Report since 2022 

Looking Ahead: Innovation for the Future of Work 

As we move through 2025, successful businesses aren’t just adapting to change—they’re anticipating it. Companies that prioritize efficiency, flexibility, and data-driven decision-making will stay ahead of evolving workforce demands. 

Motus remains committed to leading this evolution. Our continuous investment in technology innovation, customer success, and industry expertise ensures that organizations can confidently navigate an increasingly complex business landscape while maximizing the value of their mobile workforce investments. 

Ready to Experience the Difference? 

Our G2 leadership position reflects a simple truth: when you choose Motus, you’re choosing a partner with proven expertise, comprehensive solutions, and an unwavering commitment to your success. 

Whether you’re looking to transition from fleet to reimbursement programs, upgrade from basic mileage tracking, or implement your first structured vehicle program, our team of experts is ready to help you optimize spend, reduce risk, and increase productivity. 

Discover why thousands of organizations trust Motus to power their mobile workforce success. Connect with our team today to learn how our industry-leading solutions can transform your vehicle reimbursement program. 

Ready to improve the way you handle vehicle management? Connect with us and get started with a consultation tailored to your organization’s specific needs. 

The post Motus Retains #1 Leadership Position in G2’s Summer 2025 Mileage Tracking Grid appeared first on Motus.

These aren’t isolated incidents—they’re part of a broader pattern that highlights a growing challenge for businesses that rely on passenger vehicle fleets. When recalls affect popular models, the ripple effects extend far beyond individual car owners to impact entire organizations and their operational capabilities, including significant productivity hits and unexpected costs.  

But these events also reveal important lessons about vehicle program strategy that forward-thinking companies are already applying. 

The Hidden Risks of Fleet Standardization 

When companies standardize their vehicle fleets around specific makes and models, they inadvertently concentrate risk. Imagine a field sales team where 80% of employees drive the same recalled Mercedes GLC or Honda Pilot. Suddenly, the majority of your mobile workforce faces potential safety risks and service disruptions simultaneously. 

The Mercedes recall specifically affects vehicles where “the rear occupant’s head may contact the C-pillar, which might not absorb enough impact” in crash scenarios, while the Honda brake pedal defect “could hinder braking function, which increases the risk of crashes or injury to vehicle occupants”. These aren’t minor inconveniences—they’re serious safety concerns that can ground entire fleet segments overnight. 

The business implications extend beyond safety: 

• Service bottlenecks: Dealership service departments become overwhelmed when hundreds of identical vehicles need simultaneous repairs 
• Productivity losses: Field teams may be sidelined for days or weeks while waiting for parts and service appointments 
• Unexpected costs: Companies may need to arrange temporary transportation or rental vehicles 
• Compliance challenges: Businesses face liability risks if they continue deploying vehicles with known safety defects 

The Power of Personal Choice in Vehicle Reimbursement 

Forward-thinking companies are discovering that diversified vehicle strategies—particularly those that give employees choice in their personal vehicles while reimbursing business use—offer natural protection against these concentrated risks. 

When employees drive their own vehicles for work under programs like Fixed and Variable Rate (FAVR) reimbursements, businesses naturally achieve vehicle diversification. One employee might choose a Toyota Camry, another a Ford F-150, and yet another a Chevrolet Equinox. This organic diversity means recalls typically affect only a small percentage of the workforce at any given time. 

Geographic Considerations Matter Too 

Vehicle recalls highlight another advantage of flexible reimbursement programs: Geographic adaptability. While a fleet manager in Detroit might standardize one vehicle type, employees across different regions have varying needs. A sales representative in rural Montana requires different vehicle capabilities than a consultant navigating downtown San Francisco. 

Modern vehicle reimbursement solutions address this by providing location-specific reimbursement rates that account for local costs and driving conditions. Employees can choose vehicles suited to both their personal needs and professional requirements, while companies benefit from improved employee satisfaction and reduced administrative overhead. 

Beyond Risk Management: The Employee Experience 

Recent employee driver surveys show that vehicle choice ranks among the top factors in employee satisfaction for roles requiring business driving. When companies dictate specific vehicle models, they often fail to account for individual circumstances—family size, commute requirements, personal preferences, and financial situations. 

Flexible reimbursement programs recognize that the best vehicle for business use is often the one an employee has already chosen for their personal needs. This approach eliminates the artificial separation between personal and professional vehicle requirements while giving companies predictable, manageable costs. 

Technology Enables Transparency 

Modern reimbursement platforms provide the visibility and control that finance teams require without the operational complexity of traditional fleet management. GPS-validated mileage tracking, automated compliance reporting, and real-time spend visibility give businesses enterprise-grade oversight while maintaining employee autonomy. 

These systems can quickly identify if employees are driving recalled vehicles and help coordinate alternative arrangements, demonstrating how technology can enhance both flexibility and safety management. 

Preparing for the Unexpected 

The Mercedes and Honda recalls serve as timely reminders that vehicle safety issues can emerge without warning. While companies can’t predict which vehicles will face recalls, they can structure their vehicle programs to minimize operational disruption when recalls occur. 

Key considerations for resilient vehicle strategies include: 

• Diversification: Avoid concentrating too many employees in identical vehicle models 
• Flexibility: Choose programs that can adapt quickly to changing circumstances 
• Geographic relevance: Ensure reimbursement rates reflect local market conditions and driving requirements 
• Employee choice: Leverage employees’ personal vehicle decisions to achieve natural diversification 
• Technology integration: Use platforms that provide visibility and can quickly identify affected vehicles 

Looking Forward 

As the automotive industry continues evolving—with new technologies, changing safety standards, and emerging regulations—the ability to adapt quickly becomes increasingly valuable. Companies that have invested in flexible, employee-centric vehicle programs are better positioned to navigate these changes while maintaining operational continuity. 

The recent recalls affecting hundreds of thousands of vehicles remind us that no manufacturer is immune to safety issues. Smart businesses are recognizing that vehicle program flexibility isn’t just about cost optimization—it’s about operational resilience, employee satisfaction, and risk management. 

While Mercedes-Benz and Honda work to address their current safety concerns, forward-thinking companies are already evaluating whether their vehicle strategies provide adequate protection against future disruptions. In an era where business agility can make the difference between thriving and merely surviving, vehicle program flexibility deserves serious consideration. 

For businesses evaluating their current vehicle programs or considering transitions from traditional fleet models, professional guidance can help navigate the complexities of modern reimbursement strategies while ensuring compliance and optimizing costs. 

Frequently Asked Questions 

Q: What vehicles are affected by the recent Mercedes-Benz and Honda recalls? 

A: Mercedes-Benz recalled 92,851 vehicles including certain 2023-2025 GLC300, GLC300 4Matic, AMG GLC43 4Matic, GLC350e 4Matic, and AMG GLC63 S E Performance SUVs with panoramic sunroofs due to C-pillar safety issues. Honda recalled over 259,000 vehicles including 2021-2025 Acura TLX, 2023-2025 Acura MDX, and 2023-2025 Honda Pilot models due to brake pedal defects. 

Q: How do vehicle recalls impact businesses with company car fleets? 

A: When businesses standardize around specific vehicle models, recalls can simultaneously affect large portions of their mobile workforce. This creates service bottlenecks at dealerships, productivity losses while vehicles are being repaired, unexpected costs for temporary transportation, and potential liability risks if recalled vehicles continue to be used for business purposes. 

Q: What advantages do employee-choice vehicle programs offer during recalls? 

A: Programs that allow employees to choose their own vehicles for business use naturally create vehicle diversification. Instead of having 80% of a fleet affected by a single recall, only a small percentage of employees typically drive any one model, minimizing operational disruption and spreading risk across multiple manufacturers and vehicle types. 

Q: How do modern vehicle reimbursement programs provide business oversight? 

A: Today’s reimbursement platforms offer GPS-validated mileage tracking, automated compliance reporting, and real-time spend visibility. These systems can quickly identify employees driving recalled vehicles and help coordinate alternative arrangements while maintaining the flexibility and cost predictability that businesses need. 

Q: What should businesses consider when evaluating their vehicle program strategy? 

A: Key factors include vehicle diversification to avoid concentrated recall risk, program flexibility to adapt to changing circumstances, geographic relevance for location-specific needs, employee choice to leverage personal vehicle decisions, and technology integration for visibility and quick response to safety issues. 

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Enter Smart Trip—Motus’s latest enhancement designed to automate and streamline the entire mileage submission process. By leveraging machine learning and intelligent data analysis, Smart Trip is reshaping how drivers and administrators handle vehicle reimbursement programs. 

The Challenge: Manual Reviews and Hidden Costs 

Traditional mileage management creates friction on both sides of the equation. Drivers often find themselves scrolling through weeks of trip data, manually deciding which journeys qualify for reimbursement. Meanwhile, administrators spend valuable time reviewing submissions, cross-referencing routes, and catching errors that could have been prevented upstream. 

According to Motus’s 2024 driver survey, most trip deletions occur because employees accidentally recorded personal trips or commutes—highlighting a clear opportunity for automated intervention. 

This manual process doesn’t just waste time; it creates financial risk. When non-business mileage slips through the review process, companies end up reimbursing personal travel, inflating program costs unnecessarily. 

How Smart Trip Works: Intelligence Behind the Scenes 

Smart Trip transforms this experience by introducing proactive trip classification. Using machine learning algorithms, the system analyzes each driver’s historical patterns to automatically sort trips into three categories: 

Business: Clearly work-related trips that align with established patterns Personal: Non-business travel that won’t appear in submission reviews Needs Review: A typical trip that requires driver confirmation before processing. 

The system learns from each driver’s unique patterns, gaining the ability to identify when drivers are taking a longer trip than usual, or driving during days or times that they aren’t usually traveling for work. By analyzing individual driving behaviors over time, Smart Trip becomes increasingly accurate at distinguishing between business and personal travel. 

 When trips require review, drivers can review and classify trips individually or bulk-classify all trips as business for that submission period. This helps employees understand the classification logic while maintaining control over their submissions. As drivers continue to proactively classify trips, Motus will learn and sort trips automatically to save drivers’ time in the future. 

Benefits for Drivers: Less Time, More Accuracy 

For drivers, Smart Trip delivers immediate practical benefits: 

Streamlined Reviews: Instead of manually categorizing every trip, drivers focus only on flagged items that need clarification. The system handles routine classification automatically. 

Error Prevention: By identifying potentially personal trips before submission, Smart Trip helps drivers avoid reimbursement mistakes that could create complications later. 

Organized Experience: The intuitive interface keeps business and personal travel clearly separated, making recurring reviews faster and more straightforward. 

As drivers continue using the system and confirming classifications, Smart Trip’s accuracy improves, creating an increasingly seamless experience over time. 

Administrator Advantages: Cost Control and Efficiency 

While Smart Trip enhances the driver experience, administrators gain significant operational benefits: 

Improved Accuracy: Machine learning algorithms provide consistent classification logic that doesn’t suffer from human fatigue or oversight, leading to more reliable reimbursement data. 

Proactive Waste Control: By preventing non-business mileage from entering the reimbursement pipeline, Smart Trip helps control program expenses from the source rather than catching errors during post-submission reviews. 

Reduced Review Time: When drivers resolve flagged trips before submission, administrators spend less time on manual verification and exception handling. 

Looking Forward: Smarter Fleet Management 

Smart Trip represents more than just a feature update—it’s part of a broader shift toward intelligent fleet management. By automating routine tasks and providing data-driven insights, modern reimbursement programs can focus on strategic value rather than administrative overhead. 

As machine learning capabilities continue advancing, future enhancements may include predictive analytics for program optimization, automated policy compliance checking, and even more sophisticated pattern recognition for complex travel scenarios. 

Getting Started 

Smart Trip is included with Motus vehicle reimbursement programs at no additional cost. As the rollout continues, eligible customers will receive communications about activation timelines and access to training resources. 

For organizations evaluating their current mileage management approach, Smart Trip demonstrates how technology can transform traditionally manual processes into streamlined, accurate, and cost-effective operations. 

The future of fleet management isn’t just about tracking miles—it’s about intelligent systems that understand business needs and adapt accordingly. Smart Trip brings that future to your organization today. 

Ready to learn more about Smart Trip and how it can enhance your vehicle reimbursement program? Contact your Motus representative or visit our resource center for additional information and implementation guidance. 

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