New Year New Me
Brianna Paton • Dec 26, 2017
You have to look back to look forward
It’s that time of year again, Christmas parties are the norm (as are the sick days), last minute projects being pushed out the door (or pushed until the new year), and that realisation like a bucket of ice water over your head that yet another year has passed.
It’s easy to feel the burn (out) at this time of year, we’ve spent on average 2080 hours with our colleagues, clients, and suppliers. It’s natural to be ready to run screaming into the X-mas break never to return. My advice, look past the last few weeks, think about the achievements you have made as an individual and as a team. The new skills someone took the time to teach you and the time that Amanda in accounts helped you out with that invoice you couldn’t understand. This isn’t a time to fed up or frustrated but a time for gratitude and reflection on the good times you’ve had.
However, if you are thinking of jumping ship, if you truly believe you have outgrown your current company and no longer see professional growth on the horizon then there is a more practical way you could be spending your precious 10 days over X-Mas New Year apart from floating around on an inflatable thong drink in hand.
New Year/New Job Survival Check List:
- Have you spoken to your current employer and expressed your concerns/reason for wanting to leave? Best to get that conversation out of the way as they will most likely counter offer you anyway and this way you are all on the same page. Also, it’s a learning for them on how to retain their staff. (Go to question 2)
- Is this a slight change or a full career shift? Do you still believe there are a passion point and personal professional growth in your current role? (If yes go to question 3) (if no go to question 4)
- Reflect on the parts of your role that you enjoy and gets you excited, the parts of your role you are naturally interested in and also the parts you seem to excel in. Another handy trick is to think of people more senior that you aspire to, what path have they taken to get to where they are? (then go to number 5)
- This is probably where you need to see a coach or careers guide, my Tuesday afternoon quiz can only take you so far.
- Now’s the time to start researching the roles that are right for you based on your transitional skills and natural interests and passions, start reaching out to specialist recruiters, people who inspire you, mentors and people you trust and respect who have managed you in the past, they know your working style the best of all.
It’s an exciting time, but you want to go into the search armed with your own personal and professional reflections and a clear picture of what you are looking for next. Go forth and grow!
iknowho
are always here to provide advice on next steps in your marketing career, interview training, and CV writing.
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.
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.
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.
