Related Posts
Where can I get a Tux? Nothing too crazy <$1500
Do you shoe check others at the office?
Additional Posts in Account Management
Go home pharma job titles, you’re drunk.

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?
unlock all discussions on Fishbowl.



Absolutely zero onboarding as an account sup- just a bunch of links but no formal meeting to even go through the brand. I’m about 7 months into the role now and was asked to make an onboarding deck for the new client, annoyed this deck (that my boss was suddenly able to identify) exists and never used to onboard me.
So the client got onboarded but not you. The one who works there.
Yeah it seems like formal onboarding is a thing of the past. A few months ago I started on a new team, kept on having formal sessions getting moved around until about a month in where the consensus was ahhh I’m sure they have the hang of it now. I’m used to it at this point but it’s not a very healthy way to get people up and running
I noticed an uptrend in projects with regular cost overages and intervention from leadership, surely I'm not the only one who thinks this is a time bomb of a problem
I am afraid so, and no you are not the only one feeling this way.
Onboarding has always been tricky cause you either get this person hooked in or quitting in matter of weeks.
I get that handovers can be simply put in a deck or a sheet, but onboarding and joining new members to the agency should be dealt with, with more care and attention to details, especially if that person is client facing.
Unfortunately, this is the sad reality we live in
Not me being a newly hired AS who barely got onboarded thinking this is about me lol
I wish I’d gotten a deck in my most recent role. No onboarding whatsoever, sink or swim.
I never got an onboarding or even a meeting about the projects I took over when I joined my current agency.
The projects were a full on garbage fire with awful clients. They’re done now and I did well but no one acknowledged it because that’s the norm now 🥴
I'm so sorry you worked a miracle and no one thanked you
This thread is sad but - looking around the corner to a few hires we’re making - what WOULD HAVE been most helpful to have in onboarding? Like, even if it’s a shitty deck, what should go in it?
✅A who is who?
✅Trainings on our tech stack
Ideas welcome!!
So…do some housekeeping to a “resource hub” and a shadowing training sesh?
Our prob in the past is that self-serve resources are NOT consulted, leading to dumb mistakes. Again, thoughts/ideas greatly appreciated 🙏
When I was on boarded, I shadowed other AMs, and had to spend time in other departments to understand process inputs and outputs. We even had to do 1 page department write up to ensure we could accurately describe the functions of other departments. That was 12 year’s ago. I used that technique with the AM hire I brought on 15 months ago and has worked well.
My understanding is that most companies on boarding process is what you described, and is the norm. I’m in the process of searching for a new opportunity, and wonder when when the right one come around. What the on boarding process will, or will not entail.🤔
I like that idea but writing a book report seems inappropriate for anyone except a fiest-year, entry level employee
The last two agencies I have worked for really struggled with training. It seems to be the new norm in the industry sadly.
💯
Shadowing is critically important to ensure work doesn’t falter. An agency’s burden of change should never be put on a client.
Thankfully, we’re still pretty good about it. Pretty clear 30/60/90 day outlines that can be customized for the person.