The People Behind ECFD’s Logistics and Transport Success
If you’ve spent any time in the logistics and transport industry, you’ll know this truth all too well: staff turnover can be brutal.
As the Director of East Coast Freight Distribution (ECFD), a locally owned and operated business that’s been moving freight through South East Queensland for over 30 years, I’ve seen firsthand how a great team can make or break a transport business.
Unlike industries with large HR departments or flashy perks, we don’t have ping-pong tables or cocktail Fridays. What we do have is a deep understanding of what our team actually wants: respect, consistency, growth, and to be part of something that matters.
So, in a sector often plagued by staff churn, here’s how we’ve built a team that stays—and why we’re passionate about creating careers in freight, not just jobs.
- Hire for Attitude, Train for Skill
In transport, you need people who show up—on time, ready to go, and with the right mindset. That’s why we prioritise attitude over experience when hiring. We can teach someone how to scan pallets, run a delivery route, or follow depot procedures. What we can’t teach is enthusiasm, reliability, and pride in doing the job right. This approach has helped us find some brilliant people who came from totally different industries. And it shows: some of our longest-serving team members didn’t have a logistics background when they started.
- Offer Real Career Progression
When people feel like they’re stuck in a dead-end job, they leave. It’s that simple. At ECFD, we give team members the opportunity to grow with us. Whether it’s moving from a delivery role to a fleet management position, or helping a depot worker become a team lead, we look for ways to support progression and development. One of our former drivers now manages our Sunshine Coast operations. Another started on the docks and now works in client liaison, helping customers get the best from our regional distribution network. Progression here doesn’t mean more paperwork—it means more impact.
- Pay Fairly and On Time (It Matters More Than You Think)
You’d be surprised how many businesses in our industry get this wrong. At ECFD, we believe if someone has worked hard for you, they deserve to be paid properly and on time. Every time.
It sounds simple, but it’s one of the most effective ways to build trust and keep good people.
We review our rates regularly to ensure we’re competitive, and we’re transparent about hours, penalties, and entitlements. This builds confidence and loyalty—two things money can help buy when managed ethically.
- Create a Culture of Respect and Inclusion
We don’t believe in yelling dock managers, finger-pointing, or cliques. Instead, we foster a culture of respect, listening, and looking out for one another. Whether you’re a new driver or part of the leadership team, your voice matters here. It’s part of what makes us different—and why many of our staff refer friends and family when we’re hiring. (Word of mouth, by the way, is still one of the best recruitment strategies in our industry.) And as a woman leading a business in a traditionally male-dominated space, I’ve made it a point to ensure everyone feels welcome and safe in our depots, trucks, and office.
- Communicate, Communicate, Communicate
Miscommunication is one of the biggest causes of stress in the transport world—especially for drivers out on the road. That’s why we’ve invested in clear systems and daily check-ins to ensure everyone knows what’s happening, who’s responsible for what, and what the expectations are.
We use tech smartly but not excessively. Our systems support people—they don’t replace them. When the team feels informed and supported, morale stays high, and that directly reduces turnover.
- Invest in Local, Not Just Logistics
Because we’re deeply embedded in our regional communities—from Brisbane to Gympie—our staff often feel like they’re part of something bigger than just moving freight. We support local businesses, employ local people, and contribute to the local economy. That sense of community creates pride and loyalty. And when someone knows the freight they’re delivering is helping a neighbour, a local school, or a regional hospital—they care more. That connection keeps people here longer.
- Celebrate the Wins—Big or Small
Not every business takes time to acknowledge a great delivery week or a driver who went the extra mile (literally and figuratively). We do. From informal thank-yous to quarterly BBQs, we make sure the team knows their effort is noticed. It builds a culture of appreciation, and in a high-pressure industry, that goes a long way. And let’s be honest—when you’re in the business of moving freight through floods, heatwaves, and road closures, every win deserves a bit of celebration.
- Be Flexible Where It Counts
One of the things I’m proudest of is how we’ve built flexibility into roles where possible. Some of our admin team work from home part-time. Some drivers swap shifts to attend school events or family needs. If someone needs to adjust their roster for health or personal reasons—we do our best to accommodate. We’re a logistics company, yes—but we’re also a people company. Life happens, and we believe in backing our team, not punishing them for it.
Final Thoughts: It’s About More Than Filling Roles
Attracting and retaining good people isn’t about gimmicks or quick fixes. It’s about building a business where people want to work—because they feel valued, respected, and supported.
That’s what we strive for every day at ECFD.
If you’re a transport business struggling with turnover, or a jobseeker looking for a better way to work in logistics, get in touch. We’re always looking for passionate people who want to do good work—and stick around for the long haul.