Ben Furney Flour Mills – A Flourishing Example of Employer Excellence

Introduction
Operating in the heart of Dubbo, NSW, Ben Furney Flour Mills (BFFM) has been a cornerstone of Australia’s wheat milling industry since 1980. Despite the challenges of a competitive, multinational-dominated sector, this family-owned business has emerged as an industry leader, setting benchmarks in workplace culture, diversity, and employee development.

The Challenge
To thrive in a competitive manufacturing environment, BFFM needed to foster a positive workplace culture, minimise turnover, and empower a diverse workforce. Attracting and retaining talent while ensuring alignment with the company’s core values posed a continuous challenge.

The Solution
BFFM implemented a comprehensive strategy focused on seven key areas to cultivate an exceptional workplace:

1. Enhanced Communication
   • Daily toolbox talks, weekly sync meetings, and monthly team leader sessions created an open, collaborative environment.
   • These forums ensured every employee had a voice and felt valued in decision-making.
2. Career Pathways
   • A career path matrix provided production staff with transparent opportunities for skill development and leadership progression.
   • Robust competency assessments supported tailored career growth, fostering an ambitious and skilled workforce.
3. Incentives and Recognition
   • From Friday lunches and icy poles on hot days to annual bonuses, BFFM implemented meaningful gestures to show appreciation.
   • Internal celebrations of milestones and achievements fostered a family-like environment.
4. Inclusivity Initiatives
   • Programs addressing wellness, diversity, and anti-bullying created an inclusive, respectful culture.
   • Workforce diversity included gender balance efforts, cultural representation, and age diversity ranging from 18 to 70 years.
5. Trial Hiring Process
   • Candidates experienced a 2-5 day work trial, ensuring alignment with company values and reducing mismatches, contributing to a turnover rate of less than 2.5% for permanent staff.
6. Employee Training
   • Investment in safety and leadership training, including certifications and professional development programs, empowered employees at all levels.
7. Community Engagement
   • Employees participated in volunteering initiatives, connecting the business to the local community and reinforcing its commitment to social responsibility.

Results and Impact
BFFM’s initiatives yielded impressive results:

• Staff satisfaction increased by 20%, surpassing industry benchmarks with a net promoter score of 46.
• Inspirational career progression stories, such as James McGorman’s journey from packer to Mill Leader, highlighted the business’s commitment to internal growth.
• Employee turnover rates dropped dramatically from 15% in 2021 to below 5% for casuals and 2.5% for permanent staff.

Takeaway 
Ben Furney Flour Mills exemplifies what it means to be an “Employer of Choice.” By prioritising employee well-being, fostering inclusivity, and aligning personal growth with organisational goals, BFFM has cultivated a thriving, loyal, and innovative workforce. This case study is a great example of how a family-owned business can lead with purpose and inspire others to follow suit.