Don’t like your job? Change it (don’t just leave it)

Are you thinking about making a move? Maybe you’re feeling stressed in your current role, have role fatigue, or just looking for a change? Have you sat down and worked out what the actual issue making you feel this way is, and whether leaving your current company is going to be the best way to resolve the problem?

Apparently, you’re in good company – 80% of people on LinkedIn reportedly don’t like their jobs. But is it possible that you just aren’t giving it a chance?

Here are my top tips for changing your role for the best:

Focus on what you like about your role and do more of that!

What is it that has kept you motivated in the role up until now? What are the parts that you really enjoy? Maybe you are a Marketing Exec and you love digital analytics specifically but could take or leave some of your other responsibilities. How can you make this into more of a need in your current role? Are you pushing the boundaries, coming up with ideas? Maybe you could take on more responsibility in a certain area or across different departments in the company. This is on you; your manager isn’t going to just hand you what you want, you need to ask for it. Build a well thought-out business case for doing so and present this to your manager.

Put your hand up for other work

Again, this could simply be helping another team out with the type of work that you think you’d enjoy, asking to shadow another manager or you could even ask to become the in-house social event manager if events are something that you love. I have spoken to a good few people who have taken side steps into other departments to move up; always taking an interest in other work and putting their hand up for everything that comes their way. You never know where this may lead you.

De-stress

If the issue is that you are too stressed, see if you can make changes first by yourself. These include;

Making a list for the next day before you leave to go home and stay focused on what is needed to done. Tick off (or strike out in nice red pen as I do) when that task is done. It helps put things into perspective and gives you that little ‘tick’ of ‘yes I am achieving something here’.

Make sure you find the time to take a break. This is helpful for not only your work but for your mental wellbeing. You can find out more about that in my previous blog post.

Switch off when you leave for the day, use the ‘third space’ which will give you a better work/life balance.

Issue with support

If you have an issue with management then sit down with your manager, or even a colleague - don’t suffer in silence and just pack it in. There may be another solution that you haven’t thought of yet.

At the end of the day some issues can’t be resolved and you’ll find the best solution is to move on. However, it is surprising how many candidates I’ve interviewed that decide to move on without talking to anyone internally first. This is especially surprising when some of the problems can clearly be resolved. In situations like these you may end up accepting another offer, only to find your current company can provide what you wanted the whole time. So don’t put yourself in that awkward position; be empowered to ask for what you want from your job and don’t regret not making the most of the opportunities right in front of you.

In the long run, when you feel you’ve truly fulfilled your potential in your current organization you’ll be a much more desirable candidate moving forwards into your next role and you’ll leave on good terms feeling satisfied with your work.

If you would like confidential advice, get in touch! I’m happy to use my experience and knowledge of the marketing industry to help you determine whether staying will be a better option than moving on.

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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.