Clients sometimes sabotage their own success. When they reject thoughtfully crafted deliverables or hesitate to pursue bigger projects, they impact an agency’s billings and may unintentionally hinder their own progress, victims of their own indecision.
Keeping up with technology is essential for agencies — whether it’s for providing clients with up-to-date work, taking advantage of ad tech tools, or finding new platforms. But with technology changing rapidly, it can seem impossible to follow.
Working long hours—sometimes during the weekends—seems to be the norm for many advertising and marketing agencies. [tweet_dis]Only 11 percent of marketers do not exceed their contracted work hours[/tweet_dis], according to a survey from Marketing Week.
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.
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.
Most CEOs or managing directors intent on increasing revenue think “MORE.” More clients. More projects. Unfortunately, more is not always better.
Managers accustomed to a 9-to-5 office environment often have a tough time adjusting their behavior to effectively utilize telecommuters.
The stars were out at Salesforce’s digital marketing conference. What did we learn?
The fast-growing role of director of integrated production is tasked with bringing order to the chaos of the modern marketing mix.
Conventional wisdom may tell you to keep any paying client. On the other hand…