Loyal employees and why they stick around — Zoe, Easeys.

A unique insight into why employees stay in their hospitality positions

We recently had a chat with Zoe, who is a loyal employee at Easeys, Melbourne premier train based bar/restaurant in Collingwood. Zoe’s three plus years has given her a unique insight into the value of keeping employees happy. She knows that the flow on effect of a satisfied employee has even greater value to the success of the business.

We asked Zoe about the onboarding process for new employees that are joining the business. ‘It’s not about being fully trained but more-so about being able to communicate with people… it’s definitely all about character, skills and culture ’

Zoe’s approachable personality means that all employees feel comfortable coming to her with issues that she can then communicate to managers if needed. Without an employee that displays an open personality type on staff, often issues like this can be swept under the rug and turned into a bigger issue over time.

Ask yourself, does your venue have someone like Zoe?


Working at Easeys, Zoe has progressed through the business from working in the kitchen to now being a supervisor. She explained that doing the same thing over and over again can be boring and repetitive so being given different tasks to do increases job satisfaction and makes work more exciting.

‘Because I started this position quite young I wasn’t trusted with much so the more trust I have been given the more I have felt appreciated. Something that is free and is so simple like giving me permission to do refunds on the till goes a long way.’

When given more responsibilities and tasks, shifts are more enjoyable because she feels trusted and is busier, as well as feeling like she is growing.

When employees have the opportunity to work their way up through the business, it gives them a reason to work harder and strive to be the best. Showing appreciation by offering a role with more responsibilities or a promotion ensures that employees stay longer than if a venue gave them no space to grow.

One of the main motivators for promoting Zoe’s retention has been that fact that Easeys has allowed her that room to grow.


Communication is fundamental from management to employees. Zoe said that it makes a big difference when she knows about functions happening in advance compared to finding out when she arrives at a shift.

Simply communicating with staff about upcoming events can lead to strong growth in retention.

Communicating appreciation to employees when they have worked hard is also really important so that they feel valued.

A quick way for venues to thank staff is is to send out a message to everyone that took part in a tough service saying ‘good job tonight, tonight was rough, you all smashed it’

‘It’s nice to call out hard work and praise it in front of everyone.’

Employees aren’t motivated when they feel like their hard work goes unnoticed, it can lead to underperformance as the sentiment that their hard work wont make a difference to the overall business can be established.

Simply thanking employees for their efforts or showing appreciation to an employee at a team meeting makes them feel valued and will encourage other employees to work hard.

Zoe described the sense of community that has evolved from working at Easeys, as she has created bonds with her regular customers, other employees and her bosses’.

Having a knock off together with everyone after a long night is a nice ritual that only hospitality workers get to look forward to, a nice work environment with good relationships amongst employees means that there’s a sense of support throughout the workplace.

This support translates to customers and makes Easeys such a nice environment and a happy place to be.

The culture and the community is what sets Easeys apart from other businesses for Zoe, showing that it’s in venue managers best interest to try and create a pleasant culture for employees in order to increase retention.

What does your venue do promote a good culture?