Related Posts
More Posts
Bowl Leader
Earnings for next week.
Additional Posts in Account Management
Hi AMs, Cramer (experiential marketing agency) is hiring for Account Directors and Account Managers. In office 3 days a week. Links below to the job openings!
Account Director (Hybrid) https://www.linkedin.com/jobs/view/3044834981 Account Supervisor (Hybrid) https://www.linkedin.com/jobs/view/2998231407 Account Manager (hybrid) https://www.linkedin.com/jobs/view/3047386705
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Omg yes. These youngins seem so checked out. Really struggling with finding reliable jr acct people. Going out of our way to make sure they’re compensated really well, have great work/life balance and get lots of feedback - positive and negative. But they just seem bored and lazy and like work is distracting them from the rest of their life. 🤷♀️
I just might be. We are in Boston and in the office 3 days a week so would need to be local. DM me either way. Happy to chat about getting into acct mgmt
If your answer is ‘maybe the leader is the problem’, then you are the person described in the question.
…maybe, maybe not
Sure did. Keyword:did.
We're they passionate about the product? For me, I cannot sell anything I'm not 100% behind. The company I work for has a phenomenal product and is a motivating factor in the success of our salesperson. I'd love to hop on board but I'm not taken seriously which is unfortunate because I stand in front, behind, and on both sides of it. So, until I'm blessed with a better opportunity, I'll stay put.
Eh, yes and no. They enjoy it, but during weekly 1:1’s it’s like pulling teeth trying to have a convo that lasts more than 10 mins. They just want to do their projects, not focus on the rest of the account and don’t want to get involved in anything. Hope you find somewhere that you’re taken seriously and appreciated though - that’s super important. Feel free to private message me if you’re ever looking for something new.
Or maybe comes down to that saying: there are no bad teams, just bad leaders.
It’s not that they’re “bad” or a “bad team” - no one is saying that. It’s just one person like this on a huge account. It seems like a lot of account managers have been hurt. I’m talking about if you’re having a 1:1 and they don’t want to grow their career, have direct reports, etc. and would rather just focus on their daily work, it’s a struggle when it comes to mapping out yearly goals. I was looking for advice on how to engage someone who isn’t engaging. Have you had any experience with this where you could share some helpful tips?
I've worked with direct reports who just expect to get promotions & raises if they show up from 9 to 5 and do what they're told. I then explain to them if they really want a promotion, they need to operate above their pay grade and do the job of the next title. Walking them through the expected roles & responsibilities of the next level vs. their current level is a good way to explain it.
Some people respond positively to that, put in the extra work, and earn the promotion.
Others don't. In which case your direct report is probably a quiet quitter, looking for a job elsewhere, or just happy being a "Solid B" employee. (not everyone will be an A+ and Solid Bs can be valuable)
That’s great advice, thank you! “Quiet quitter” has been on my mind as well.
Yup - fired both of them.
Did you have new ppl ready to rock or could you post + hire quickly? I work for a boutique firm (17 ft ppl) so even if they’re doing 30%… it’s another 28 hours per person that I need to pick-up even for a few weeks, from a quick fire… I am fucked.
Maybe you’re not a good manager of employees. Ever thought of that?
Jeez, can you keep it constructive?
Yes, welcome to the family lol have had multiple direct reports with significant performance and behavioral issues
Appreciate it, thank you!
This could be a timing issue. I feel like I’ve been that person occasionally and other times I’m a freight train on course to my goals.
They need to find they’re ‘Why’
It’s not a managers job to motivate. But to guide, encourage & mentor.
There’s only so much you can do. Don’t be hard on yourself & try the suggestions laid out here. Feedback etc.
Mentor
You can always coach skill but not will.
Ambition and personal drive has to be there or it just won’t work long-term.
That said, it takes both Hunters and Farmers for a tribe to survive, so know what role each team member will naturally play.
“If you expect a fish to climb a tree, you’ll spend your life disappointed.” -Einstein
Account Management on the Jr. level is boring, uncompelling and not as fruitful as accounts people make it out to be. Often they feel like they are just glorified administrative assistants. What are you doing as a manager to make them feel worthy in the work that they do?
Some people just don't give a shit about account management. Hate to say it. I'm sure you are a great leader but they may not have chosen this as the best path for themselves. Encourage them to be open about their personal career goals and be open to the fact that it is NOT account management and then maybe you might be able to help them.
Are they content in the job and performing well? Maybe they’re in a phase of life where they’re not ready to push themselves more right now(?) I interpret differently than someone who is difficult to manage due to bad behavior or someone who simply doesn’t care.