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.
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?
The bottom line in business: the bottom line isn’t the only metric that matters. With more businesses than ever vying for the same markets, many enlightened C-suites are identifying multifaceted strategies that throw out the old playbook that shunned any initiative that didn’t immediately and obviously impact the bottom line.
Project management is about managing scarcity. PMs are given a budget (probably not enough) and a talent pool (stretched to the gills) and told to make everything work.
What do people really talk about when they talk about diversity? Diversity can mean many different things but, for organizations, it usually means being populated by people with differences and acknowledging, accepting, and valuing those differences.
Mention the MBTI, Big Five, or other personality assessment tools and passions are quickly set alight.
We wrote about the pros and cons of Myers-Briggs… and you had a LOT to say. Here are a few of the highlights.
Top enterprises are ditching formal, annual, rack-and-stack performance review processes. Now comes the hard part—what to do instead?
Former employees can pose a major security risk – one that is often ignored by businesses – but it’s also an easy problem to fix.