Tom Vo, HR Manager at Bowser Bean Café/Vantage Fuels, looks at how to retract and retain talent while also offering them a purposeful and rewarding career.
“Why does no one want to work anymore?” “Why can’t we find experienced staff?” “Why can’t we hold onto our staff?” These questions might sound familiar if you’re in the workforce, especially over the last few years.
The latest Australian Bureau of Statistics (ABS) figures show a slight rise in the unemployment rate to 4.2 per cent[1], up by 0.1 percentage points from the previous month. Though this uptick might seem like a positive for recruiters, the reality is that many people are still employed and actively finding new jobs, making recruitment competitive.
So, as managers and HR professionals, the questions remain: how do we attract, retain, and provide rewarding careers? At Bowser Bean Café, we don’t for one second think that we’ve cracked the code but, but we’ve learned a few things that might help with your strategic people planning.
Vision and Values
Let’s face it. Working at a servo is not as sexy or an attractive proposition as other businesses. But our values define us, helping us connect with both our employees and customers. Aligned values between employer and employee are key to job satisfaction and retention. We have strong connections to our local community where our sites operate, and we are always there to serve the community when needed. We find this resonates well with our team who often put their hand up to participate in community engagement events.
Training
“No experience? No worries.” A statement we often remind our managers when they recruit as with experience comes learnt behaviours that may not align with our values. We’ve invested heavily in our Learning Management System (LMS), which we call “The Daily Grind.” Accessible via an app, it lets us customise and update training content based on evolving business needs. Training is time-sensitive and must be relevant to the employee’s immediate role, so we ensure that content is regularly updated. The platform also encourages two-way communication, fostering an open feedback culture.
Development
A clear career pathway is crucial. At Bowser Bean, no matter where you start, there are opportunities to grow. Alongside our in-house training, we offer accredited courses like a Certificate III in Business and a Diploma of Leadership and Management through our training partners. Employees eager to advance into leadership roles are given the chance to do so. We also hold monthly training sessions for our managers, covering topics like Finance and Employment Relations to build their confidence and capability. We’re proud that over 70 per cent of our leadership team started as entry-level team members.
Health and Wellbeing
Poor physical and mental health impacts productivity and may lead to unnecessary and prolonged Workcover cases, which is why Bowser Bean invest so heavily and are proactive in this space. All employees receive a yearly health and gym subsidy, and we offer free virtual Pilates classes via The Daily Grind. We also provide free meals from our “Healthy Beans” range for staff during shifts to promote healthy eating. Additionally, we offer a free Employee Assistance Program (EAP) and access to mental health courses on the Daily Grind to build awareness and resilience.
The employee experience is critical. Employees leave when they don’t feel valued. Packaging the above together has allowed us to offer a strong employee proposition which has helped us navigate through the turbulence of labour shortages in recent times. Give it a go and invest in your people.
[1] July 2024 unemployment results. Labour Force, Australia, July 2024 | Australian Bureau of Statistics (abs.gov.au)
This article originally appeared in the October/November issue of Convenience and Impulse Retailing magazine.
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