Work/Life Balance & Integration

As specialists in creative agency recruitment at iknowho, we get a lot of requests from candidates specifically hoping for their next role to have work life balance. We find that these questions typically come from people who are experiencing an “unbalance” and are understandably “burnt out”.

The cold hard truth is that working in advertising agencies, although having many benefits, is most likely going to be high stress and often long hours, so before reading on you do need to be accepting of that as a reality, that said there are approaches you can take to prevent the “burn out”.

Work life balance, unless you’re a workaholic, people classify as a necessary component to ensure you are able to sustain both your professional and personal life. Although, it shouldn’t just be about sustaining, really, to be successfully managing your work/life balance you should be growing and developing in both areas, not just sustaining. Don’t wait until you reach burn out stage to make a change, use the early warning signs that things might be going off kilter, get to know your limitations so you can restore the balance before it’s too late.

There are a few simple exercises you can use to keep check. Try writing a list of what’s most important to you both professionally and personally, what you need to be sustaining and what goals you want to achieve in both. Ensure they are measurable and realistic then give yourself a timeframe based on your current situation. Give yourself checkpoints, say every month to sit down and review. Make sure you see the warning signs before potential burnouts. A work/life balance review checklist could include:

Are you investing enough in personal relationships, the people closest to you will be honest about this?

How is your health, your body will be the first thing to remind you to take a break?

Are you feeling job satisfaction?

How are you spending your weekends/time away from work? Are you too tired to move or are you up and about making the most of your personal time?

How are your finances, are you living to work or working to live?

What are you looking forward to? Have you got fun activities planned?

Do you see the next few years as building your career or a time to build your personal life? Everyone has different agendas, get to know yours.

Revisiting a list like this (or something personalised to you) regularly is a great way to check in on your current situation and make minor adjustments as you go to ensure the balance remains. As always life can change at any time but making sure you have the right work/life balance means you are better equipped to handle anything thrown your way!

There are actions you can take if you feel the balance isn’t where you want it to be too;

Always keep clear communication lines open with your line manager or someone you feel connected to in the business. Chat to them about expectations, work pipeline, and options for your role

Assess your ways of working and ensure you aren’t doubling up, that you are prioritising properly and that you can chat directly to those who are managing your workload, especially if you have split reporting lines

Prioritise your day, every day and assess what is causing you the greatest workload or stress

There is also a new movement called work/life integration. This may or may not be appropriate in your role but it is worth considering options.

Work life Integration is the ability to be able to work your deliverables around personal activities. Are you able to start a little later to get to the gym but work later to ensure your deadlines are made? Or would it be possible for you to leave earlier to make a class or course you are interested in and log in after to finalise communications and ensure you are up to date for the next day? There is more and more flexibility being built into roles these days and technology allows us to work on the move or remotely.

Though if you are feeling like your current situation may need a change get in touch with me for a confidential chat. For a full list of permanent and freelance agency opportunities visit: www.iknowho.com.au

< Older Post Newer Post >

Sunny days ahead!

By Kristina Gerdov • 11 Apr, 2024

When 72andSunny asked us to help them recruit a new Client Services Director to spearhead their next stage of growth, iknowho Lead Talent Partner Sheryn Small got to doing what she does best.

Top Tips for Successful Onboarding

By Kahli Fenn • 27 Mar, 2024

Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?Yikes! Talk about pressure to get it right. It’s like they say, you never get a second chance to make a first impression. So let us help you stand out and set your employee up for success! Onboarding starts before the start date Let’s not make the mistake of thinking that once the contract is signed that the hardest part is over. What comes next is your chance to shine! 1 week before the start date - get in touch with your new recruit to say you’re looking forward to having them join the team. Include where, when, and who to ask for when they arrive. If you don’t have this detail yet, let them know that someone will get in touch a few days before to set them at ease that it’s all organised and under control. Develop a structured induction program and block time in diaries for those involved to ensure that all colleagues have this time allocated and can plan ahead. 1 day before the start date - send them a text message. A simple “Looking forward to seeing you tomorrow!” can help new starters feel welcome and will calm any first day jitters. Ensure you have all tech ready to go, including computer passwords, logins, swipe cards etc. It’s a good idea to have IT on standby too as some sort of technical issue is bound to come up. 2. The first day Ever started a new role and looked around to realise it’s a ghost town? Not a great look. Plan to have them start on a day where the majority of people are working from the office rather than from home - we know that culture is key for marketers, so make sure they experience it at its best from day 1. Energy and vibe play a big part in this. Welcome pack. Include a “surprise and delight” when they first sit down at their desk. This could be a mixture of company branded items (like notebook and pens) to a handwritten card or note from them team welcoming them. You may also like to include some added details like the best places for lunch or coffee in the area. Think about your employer brand and tone of voice and what kind of welcome would best represent your style, after all, that’s what the candidate has bought into. I once started a new role and had 3 x coffee vouchers for the best café around the corner, it’s the little and thoughtful things that leave a lasting impression. Assign them a buddy - usually a colleague in a similar role that they can shadow and ask any questions about process, systems or where the bathrooms are! The line manager may not always be available so having this person helps them feel welcomed, supported and part of a community from the get-go. 3. Employee retention How you engage in the first few months is crucial to employee retention. Just as much as it’s time for the candidate to showcase why you hired them, it’s also time for you to deliver on what you discussed in the interview process too e.g. company culture, values, management style. It’s important to set your employee up for success by setting time-bound expectations and objectives, ensuring you’re both on the same page. Breaking these down by month and structuring regular catch-ups to discuss feedback are a great way to have open conversations around performance. E.g. Expectations from months 1-3 vs 3-6. In the first month, we recommend a daily more casual check-in for junior candidates and at least weekly for more senior candidates. Having these diarised, even if short meetings, are essential to allowing open discussion and ensuring everything in on track. We know finding the right person for the role takes time, money and effort, so ensuring you have a solid onboarding process in place is a crucial element to a successful hire. By investing in a well thought out and purposeful process that reflects your employer brand, you are not only investing in your new employees but also in the long-term success of the company. As your recruitment partner, we’re here to support onboarding new hires into your business to help you get the best outcome. Keen to chat on how we can do that for you? Reach out to one of our Talent Partners to discuss.

the word freelance is written in scrabble tiles next to a keyboard

Could a freelancer be the gift your team needs?

By Christine Gilbert • 29 Nov, 2023

At iknowho we understand how busy both agency and in-house marketing teams are in the lead up to Christmas. There are many benefits of using short term freelancers, so let’s explore how they can be a valuable addition to your team through the busy Christmas / New Year period. Short term freelancers offer your team: Flexibility Short term freelancers are available and can usually start within a week. Whether you need a specialist for a short-term campaign or additional support during busy periods, freelancers offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. They give you the flexibility to hire talent on-demand without the commitment of a long term employment contract (and using our payroll services can help you get around head count issues too!). The skills you need You know the exact projects a short term freelancer will work on, allowing you to hire someone with the specific experience / skills needed complete the tasks at hand. Diverse Experience & Energy Many agency suits and marketers build a career through freelancing. Their diverse experience working with different businesses results in freelancers having a fresh perspective & injecting fresh energy into the team. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. And we can also offer payroll services if needed. Download our salary guide for day rate equivalents, or use our day rate calculator here . They hit the ground running With experience in similar positions, freelancers join your team with a fresh perspective and focus on delivering specific tasks. Their ability to hit the ground running and work independently also frees up your time! Although permanent hiring traditionally slows down this time of year, the use of short term freelancers usually picks up. Our clients commonly use short term freelancers to: Deliver high volume work in a short timeframe Cover staff holidays Get around head count freezes Manage ad hoc projects outside their teams’ usual scope of work or current capabilities So, whether you are looking for an AM with integrated experience, a SAM with CRM and social skills, an integrated campaign manager, digital marketer, or even a more senior suit to support team leadership and manage senior clients? We’ve got you covered! Reach out to one of our experienced Talent Partners to discuss your needs today.