LAST WORD
recurring challenge
A the events industry faces is burnout . As event professionals we thrive on the fast-paced environment . But when does the thrill turn into our own downfall and how do we make changes that won ’ t damage productivity and profit ?
I joined the industry after 17 years working in PR . At that point Raccoon was a team of six people , fast forward to today where we now have a team of 30 working on events in the health and wellbeing industry . After recently picking up Best Company Culture at the EN Awards I believe there a few key proponents to creating a healthy and thriving culture in the events industry .
Pay equality We are proud of the fact that we have zero gender pay gap within Raccoon and this is so important in breaking down glass ceilings . I was shocked to read that eight out of 10 companies in the UK still have pay gap issues – if you are not willing to pay people what they are worth how will you retain the right people ? We have also eliminated any differences between the marketing , sales and finance team pay and bonus structure which creates division within teams . Each member of staff is encouraged to reach for promotion throughout the year and we try not to hire into senior positions , but promote home-grown talent first .
True flexibility One of our biggest culture
Ashley Cox
Culture is king
As we enter a new reign , Ashley Cox , marketing director at Raccoon Media Group looks at how the events industry needs to enter a new era when to creating healthy and thriving workplace cultures
stances is that of being accountability based and not hours based . A large proportion of our team work part-time , flexible hours allowing for more equilibrium and it is one of the key reasons we have such a loyal team . Not having to explain your every move creates a culture of trust , basically just treat people like grownups and they will behave as such , working harder than ever for the greater good .
Pacing If you are working on three or more events per year you can spend a significant proportion
“ Treat people like grownups and they will behave as such , working harder than ever for the greater good .”
of your year in that ‘ thin air zone ’ and few can stay there unscathed . Without a focus on pacing , staff turnover will rocket . The days after a show all meeting are cancelled , lieu time is encouraged , SMT lead by example , exercising during the work day and taking time out to rest . If necessary team members are instructed to slow or stop for a period . Team members can weight their working hours differently throughout the year , working more when a show is imminent then scaling back afterwards , that way parttime remains exactly that without hindering a show ’ s performance .
Building the right culture is where it all begins , make it easy for your team to thrive , treat people like adults , bring people in from other industries and look after their mental and physical wellbeing and I truly believe we can find that all important balance and enjoy thriving careers in events .
66 — Summer