個案資料

Rewarding top advertising talent with a supervisory position can seriously backfire, especially in today’s market. It’s understandable to want to reward exceptional workers, but managers often believe that the only way they can do so is by promoting them to supervisory roles. This thinking is not only untrue, it is dangerous. Leadership requires a completely different skill set than most people use in performance positions. Employees who perform exceptionally aren’t necessarily good at training or supervising others. <br><br> Today’s marketing environment makes it treacherous to move ad agency employees around without planning. The rise of tech- and data-driven strategies only adds new levels of complexity and heightens expectations from clients, who want seasoned professionals with a deep understanding of their industry. So when you finally have an employee firing on all cylinders for your agency, it can be a big mistake putting them in new roles. Before you promote top performers, have a candid conversation with them. But first determine possible options for moving forward. Besides a promotion to a supervisory role, reward options could include an arrangement to split time between the employee’s current role and training others, or an agreement to develop new skills for a higher pay cheque. You can also consider options like more vacation time or a seat at the leadership table. Sometimes the best reward for hard work is helping people prosper — right where they are.

• Employee retention
• promotions
• leadership
• leadership skills
• advertising
• copywriting