Open-book management can be a great way to communicate with your team and make them feel like a part of the agency's growth and success. But on the flip side, opening the books will put you in a position where you feel vulnerable.
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A team offsite is a great opportunity to reflect and regroup. Leaders can review the first half of the year, celebrate team successes, and course-correct before moving forward.
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The question I've heard from countless agency leaders is simple. “How do we get better at completing the goals we’ve set?” You and your peers do not struggle with coming up with ideas rather the struggle is executing and implementing those ideas.
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A project retrospective is a structured meeting, in which the team reflects on a completed project to pinpoint what they’ve learned. These meetings can go by many names, including post-mortem evaluations, project reviews, and lessons learned.
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Learn the valuable insights exit interviews can provide to help shape and improve your organization. This guide covers best practices for conducting exit interview questions with former employees.
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Too few agency owners compare cash flow scenarios between selling and keeping their business. The comparison is eye opening and should factor into your succession planning.
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If you envision managerial roles in your future, now is the time to start developing cultural competence, or “the ability to understand, appreciate, and interact with people from cultures or belief systems different from one’s own.”
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Guidelines to ensure you are compensating yourself for the risk you take every day as an agency owner.
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With these tips, you will be able to grow your marketing agency into a highly valuable asset for all of your stakeholders.
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Diversity, equity and inclusion programs need the same level of measurability and importance as any other business initiative
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Agency management is often a balancing act between long hours, high stress, and constant attempts to mitigate burnout. Read more to find out how to make mental health a priority for your business.
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Most business leaders are aware of the importance career pathing plays in employee retention. However, professional development can seem difficult for small businesses, where the organizational hierarchy is flatter and promotion opportunities seem limited. This article explains how establishing a long-term vision for your company can help facilitate more productive professional development conversations with employees.
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Many businesses have two general camps: the promise makers and the promise keepers. Making a promise is a big deal for leaders with integrity, and they want to hold up their end of the bargain. As a result, they spend a significant amount of time making sure that the promise keepers (i.e., their operations team) deliver on the business’s promise to the leader’s exacting specification.
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In discussions about diversity, the focus is often on getting organizations to ensure a more diverse outlook in their hiring and how they organize the workplace. But one question that most fail to consider, or answer, is how prepared their leadership is to handle diverse talent.
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Scorecards and metric tracking are critical to small business success. As a small business owner, you need to be up-to-date on how you determine success for your company. How your scorecards are set up is essential to monitoring and meeting your goals. Here is a new way to measure your metrics.
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Diversity, equity and inclusion are once again front and center in corporate spaces due to continued racial injustice. But it is no longer enough to merely state how committed agencies are towards creating inclusive workplaces. It is time to go beyond the rhetoric. These actionable strategies explain exactly how.
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Learn how leveraging the temporary workforce can help marketing agencies find, manage, motivate and retain the best people without breaking the bank.
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Too many agencies follow an all-too-familiar crisis management playbook: issue a statement on social media, hold a meeting with affected employees, donate to a worthy cause, and then return to business as usual. This impersonal, rinse-and-repeat method of addressing systemic racism simply doesn't provide enough comfort and support to your Black employees. To help you better navigate this process, I offer some ideas below on how agency leaders might support their Black employees.
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