How could the BRIT awards mould your retention strategy?

Written by the Editorial Team

by Sadie Jones

On the 20th February, our nation’s recording artists hit the red carpet and celebrated a year of success and creativity in the music industry, with countless celebrities joining presenter Jack Whitehall on the stage to congratulate category winners. Best Group Award, Best Producer Award and Outstanding Contribution to Music are just a few of the many awards given that night, but how (as you may be wondering) does this link to your employees?

Well, it’s the overall principal of the awards that is worth considering. With the BRIT awards focusing prominently on the music industry within the UK (with a respectful nod to international artists), the same award process can be applied to your business in order to retain your top talent. Don’t believe me? Let’s take a look at the types of awards they give out.

British Breakthrough Act

The BRITs not only welcome newcomers, but they celebrate development within the industry. So, can you adopt this for your business? Rewarding growth and talent from early on in an individual’s career will drive further improvements.

This method will not only attract potential employees, but with the younger generation of workers wanting more than just pay, these kinds of rewards will ensure they are receiving recognition for their progression and contribution to your company and can be used as continuous motivation to enhance their career within the organisation.

Male, Female, Group, Single and Video Awards

The awards praise the top performers within their categories and reward their verbal and visual creativity. This is probably the award that best translates directly to your business. Some examples include, but aren’t limited to, Employee of the Month, top performer bonuses, and perks. If you don’t have a process in place to award employees in this way, then you’re missing out.

A certain level of competition between employees is healthy. It’s also a way to push employees to challenge themselves more in order to stand out from the crowd. Incentivising your staff in a personal manner can work towards keeping them within your company, which will ultimately benefit the organisation.

Outstanding Contribution to Music

A special part of the BRITS is when they honour those who have put hours, days, months and even years into the industry. As well as this, they also show recognition and gratitude to those who are behind the scenes.

Think about employees who are not always part of the frontline. These people, who put their heart and soul into the company, should also be appreciated as well. Businesses offering special perks for those who are loyal to the company for a certain amount of time – such as paid sabbaticals, extra holiday or offering shares in the company – are more likely to encourage long-standing retention. Just knowing the perks that are upcoming for outstanding contribution to your company is enough to encourage loyalty.

International Artist Awards

Be humble and congratulate those external businesses who are also doing well. With the BRITS being open to recognising international talent, it’s a way of being inclusive and not isolating the fact that other artists are doing well within the industry.

This is another factor that can be replicated to your company. Whilst placing yourself as an industry leader or an employer of choice, don’t forget to take note of those businesses you work with or partner with. Highlighting their successes is important – it shows your pride in the industry and it also represents a good partnership with external businesses, rather than just being competitive. These are traits that will be observed and admired by potential and current employees.

Everyone loves the glitz and glamour of the Brits, and this year you can take something away with you to boost your internal and external reward and award systems. Acknowledging talent within your business will boost longevity and retention whilst additionally encouraging growth. This combination will ultimately result in your business being placed as an employer of choice. And who doesn’t want that?