Retaining production staff is a growing challenge, and will require a shift in employer approach
Employee retention has never been so high up on the list of priorities for production companies. Mindsets have shifted. People are seeking purpose in their work and want to feel appreciated for what they do. Production management teams know their value and will stand by what they want, because now, companies will listen to them.
And the uncomfortable truth is that, despite all of this, hiring new employees isn’t even the hardest part - keeping them is.
So how can you win the loyalty of great production talent to maintain a close-knit, high performing production team?
Offer genuine flexibility
Put yourself into the minds of the people you hire and consider where work fits into all of that. By showing you respect what they have going on outside of work, you’ll gain respect back, and the output from your team will skyrocket.
Employees do best when they’re given flexibility and autonomy to make decisions and work in a way that suits them, so don’t micro-manage. Start with trust. It doesn’t need to be earned, it needs to exist in the first place. If you don’t trust someone to do their job properly, question why you’re employing them.
Create the right environment
If you need people in an office, the right environment is key. Think about ways you can replicate home life at work. Is there enough natural light? Is the space comfortable? What’s the layout like for collaboration? All of these factors are key to productivity.
Office working should be about collaboration, creativity and relationship building. So why not treat your team to lunch when they come in? Make it about socialising and getting to know each other. Employees need to feel comfortable with the people they work with and it’s all part of building a culture that people want to be part of. And don’t leave out your freelancers.
Treat freelancers as equals
Listen to freelancers. You’ve hired them to do a job, just like you have for your other employees. Why should they be treated any differently?
That includes giving them feedback. All too often when a freelancer doesn’t meet expectations, they’re simply not hired again, with no explanation. When companies are as committed to freelancers as to employees, the relationship goes so much further.
Benefits come into it too. Typically, freelancers never would have received benefits such as private healthcare. But it’s becoming increasingly common in our industry, so take note – BUPA, dental care and even free lunches can help to retain the best freelancers.
Celebrate personal milestones
It’s easy to just focus on the work milestones – new projects, new wins. But try and celebrate wins in your team’s personal lives too. Getting engaged, moving house; recognising that stuff and making a gesture goes a long way in being a memorable employer.
Offer days off for mental heath
Our industry is fast paced, it’s stressful, and it can lead to burn out if boundaries aren’t in place.
Recognising symptoms of exhaustion is key. Don’t rely on team members to ask for a welfare day (although hopefully they’re comfortable enough to). It’s your job to notice when they’re overwhelmed and recommend they take some time out before it becomes a bigger issue. It means a lot to people to know you’re keeping an eye on their wellbeing.
Show respect and treat people well
The relentless pace of work in the industry leads to exhaustion, burnout, and ultimately, people saying a final goodbye to TV.
Stand out as an employer by being committed to respecting those you work with and avoid over-working your team. Give them enough turnaround time so that they can fully recuperate between shifts, and bring their best selves to work.
Show respect towards people’s worth too, not just their time, and offer good salaries and pay rises without employees having to ask.
Don’t tolerate toxic environments
Bullying exists in the TV industry twice as much as other industries, and four out of ten female employees have experienced sexual harassment. Ignoring this will damage the talent pipeline.
Make sure your teams know how to escalate if they are or have been bullied, and that reported issues are dealt with, not swept under the carpet because it’s too close to delivery.
Prioritise being a good employer
Ultimately, talent retention comes down to your priorities as an employer. With so much to juggle as a business owner or leader, it can be difficult to make it a focus. But the longer it sits at the bottom of your list, the harder it’ll be to attract and retain great people.
You don’t need to do it all at once. Not all benefits are realistic depending on the size of your company. What matters is simply a commitment to doing the right thing. Trust, respect and kindness are all free. Start now and you’ll keep those brilliant people, win more projects, and be able to offer the next shiny benefits that come along without batting an eye lid.
- Derek Drennan is the managing director of Nest Productions
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