{ "media_type": "text", "post_content": "I’m at the end of my rope. My AMD went on maternity leave a month ago and at this point, it doesn’t seem like they’re going to get a temp replacement. I’m expected to work up and put together plans for 2022 almost all on my own while taking time to train new AMPs and MPs. My director expects me to delegate to them when they have little to no background.\n\nI know I should probably start looking elsewhere but I feel like with the Great Resignation, it’s going to be the same anywhere else.", "post_id": "616d6d0ece26c20027dd307b", "reply_count": 5, "vote_count": 2, "bowl_id": "5565cfca8b2b9a03009acf57", "bowl_name": "Advertising" }

I’m at the end of my rope. My AMD went on maternity leave a month ago and at this point, it doesn’t seem like they’re going to get a temp replacement. I’m expected to work up and put together plans for 2022 almost all on my own while taking time to train new AMPs and MPs. My director expects me to delegate to them when they have little to no background. I know I should probably start looking elsewhere but I feel like with the Great Resignation, it’s going to be the same anywhere else.

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During the pandemic, my agency furloughed 5 out of 8 people working on a certain account. We didn't end up losing any work on that account, so the 3 remaining employees had to do the work of 8. All 3 of them have recently resigned, after working crazy hours for 18 months... And the company hasn't even replaced any of them! They've tried to replace 2 of them but "can't find the staff". All this is to say: yes, a lot of places have done this, BUT it should be fairly obvious when you interview (and if it isn't, you can subtly ask a few questions).

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Good!

Have recently been in this spot one rung below you because AMDs are brand new to the acct and we're down two supervisors (thanks to the great resignation). I hit burn out hard. And was so kindly reminded I wouldn't be rewarded for the effort in promo to supe for at least another year and that I'd need to take on even more work to get it. I got real honest with my team and started setting healthier boundaries around my time. Unrealistic expectations shouldn't risk your health and if you're consistently working between 50-60 or more hours a week doing all this, it is. Don't give them any excuse to not fill that role. If they can have the work for cheaper, they will absolutely take it.

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Yeah I’m only about a year into the sup role so not likely going to be promoted either but I’m at the point where I’m going to strongly consider offers from elsewhere to see if they can at least match

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First your director should be helping and leading putting together the 2022 plans. He/she should be the one taking the majority of the work load from the AMD not you. You need to have a very frank, transparent and honest conversation with your director first and if not then HR and/or the director’s manager. Unfortunately the Supervisor level is at the middle of the hierarchy and near the brunt of both sides with a lot of responsibility. If your director still does not do anything or nothing in general is being done to take the work load off of you. I would seriously consider quiting. I don’t know your financial situation but if you can handle not having a salary and health insurance for a little bit then I would seriously consider it. There are roles out there with much better situations, you just have to ask the people who are on the team you are interviewing for about the client and the team. Both at holding companies and independents. Agencies will not do anything until they have to. If you give a verbal resignation to your director, I would think that person will do something because it will be the director who takes on your work if you quit. Plus you might even get a promotion and raise in your new role. Do not feel trapped, don’t let your director and agency take advantage of you. There are plenty of better situations out there.

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