This guest post is written by Ember & Axis, a Bunbury-based consultancy helping local businesses uncover blind spots, strengthen team culture, and keep operations running smoothly. With a straight-talking, hands-on approach, Ember & Axis supports leaders who want to build workplaces people actually want to stay in.
Owning or running a business in Bunbury, be it a cozy café on Victoria Street or a processing plant on the outskirts of the city can mean wearing many hats. You’re the number cruncher, the marketer, the supplier negotiator… the list goes on.
But one hat that often gets shoved under the counter? The “Culture Creator.” And that one, can make or break your staff retention.
What makes a great employer?
What we call a “great employer” isn’t necessarily the one with ping-pong tables or early Friday knockoffs (though perks don’t hurt). It’s the one where people feel seen, heard, and part of something bigger than their shift roster or pay.
In Bunbury, where cafés rely on repeat regulars and processing plants rely on skilled operators staying long-term, the cost of turnover costs more than money. It’s lost momentum, disrupted service, and rebuilding rhythms from scratch.
Here are a few signs that your culture might need a tune-up:
· “Another day, another dollar.” If staff show up with this mindset, they’re disengaged and just going through the motions. Money shouldn’t be the only motivator to show up.
· High turnover. If your staff move on as fast as the catch of the day, there’s something fishy. Turnover means higher training costs and inefficiencies.
· Radio silence. If no one’s offering ideas on menus, safer workflows, or rosters, you’re missing your greatest feedback resource: your team.
What does a positive culture look like?
- Shared ownership: When your team treats the workplace like their own, celebrating clean stock rooms, watching waste totals go down, or cheering a smooth shift handover…that tells you culture is working, and your staff give a s**t.
- Open channels: Real conversations. Not just “how was yesterday?” but “what would make today easier”, or “what can I give you a hand with”.
- Small wins, big impact: A simple “thank you” for a quick fix, a shout-out for jumping in when someone called in sick or buying the team lunch when they’ve been in the trenches. Doesn’t have to be flashy, just genuine.
Bunbury isn’t Perth. We’re tight-knit. Our locals notice when a café barista remembers their order or doesn’t. Our employees know when a workplace feels like a team, or just a to-do list.
So, a business that gets culture right gets more than just productivity. You get loyalty, word-of-mouth recommendations, and people who stay even when another offer pops up.
I don’t know a single business owner who thinks retention and culture are unimportant. But it’s easy to say, “we value our team,” and miss what that really means on a busy Wednesday morning.
Here’s the nudge: invest a moment in noticing how your team is responding to recognition, to support, to being asked “how are you going?” Because a few casual observations now can save you the stress and cost of recruitment and training down the track.
Great employers aren’t born from grand gestures, they grow from small, everyday habits. From knowing when to give a genuine “well done” to asking “what’s one thing we could do better around here?”
Bunbury businesses may not be perfect employers yet, but with a bit more focus, we could be the places people are proud to show up to. After all, in a town built on community and connection, shouldn’t our workplaces reflect that, too?
Blair Stubna: admin@emberaxis.com.au
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