Core hours are a sensible safety valve on flexible workplace policies.
In a startup culture, employees know that the entire company can change overnight. A new merger or a massive change in direction could just be another Monday at the office.
If agencies want to keep their best employees, they need to fix the major reason why people leave—the lack of a clear path to career advancement. High employee turnover rates are plaguing the ad industry. Many employees are not just leaving a specific agency, but leaving advertising altogether.
As a marketing leader, you are responsible for guiding your direct reports, but also keeping your clients cool, calm, and collected; they are putting their trust in you and your team to deliver the goods.
For creative agencies, holding on to a client may be easier than holding on to talent. Estimates show that annual turnover rates are upwards of 30%, making advertising the industry with the highest talent turnover rates, second only to tourism.
When collaborating over a marketing campaign, it’s important to understand the team dynamic. Some colleagues take constructive feedback in stride, while others may fall to pieces if it’s not said in the “right” way.
It’s often said that “people don’t leave good companies, they leave bad bosses,” but is that entirely true, or is there more to it?
As a marketing agency, your brand is your bread and butter—and your agency culture makes an indelible mark on that brand. I’m not referring to surface stuff like happy hours and events (though they can be part of the mix), but rather the DNA of your agency.
Arched eyebrows. A subtle “Let’s take this conversation offline.” The sneaking suspicion that the snide email you just received was also BCC’ed to your boss. Secrets and paranoia can ruin a perfectly nice day at the office.
There’s no question that remote work, telework, flexible work—whatever your organization’s term for it may be—is having its rightful moment in the sun.