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Nah. Time to step-up.
1. Create a network you can bounce off ideas and get directions from
2. Set up weekly 30 min touchpoints. They will most likely cancel / reschedule but hey you tried.
3. Email the EVP on every decision you make and give them a few hours/day to respond and then cc them when you move ahead. You are creating a trail basically
DO NOT email them 3 page essays expecting a response. Emails should be 2 lines max to elicit a yes or no response.
Leave, it’s a financial decision they are not going to backfill. And it will get worse.
Go get an offer somewhere else external or if possible an internal move. Internal moves you will have to speak to HR. If you speak to the EVP they will give you the runaround bc they don’t want you to leave bc that puts the work on them.
You can voice your complaints to HR and your desire to move to another team to receive the day to day support you need to be successful in your role.
If you get the runaround from HR then it’s definitely time to leave and look externally
^this is accurate. It’s absolutely a financial decision.
In my experience, HR won’t help. “It’s advertising, occasional long hours or intense projects can be expected.”
Time to move on out; it will only get worse.
I had several more senior people leave while I was still mid-level and they didn’t hire anyone and I was doing their job, eventually I also was covering VPs while still being mid-level because they kept postponing my promotion. When it all became obvious I started to actively search for a new place, still managed to get t promoted and then dipped for a better opp.
I’d look for another job. Sure you can step up per Director1 but they aren’t compensating you for the extra work. They are taking advantage of you due to the state of our industry.
Nah. We’ve all been there and know how it goes. And those who haven’t will learn and not make the same mistake again.
Rising Star
I’ve heard this story so many times and maybe more this year than any other. We are systematically squeezing out VP level roles and stifling career growth. If you are a director and the role hasn’t been filled, that might be your ceiling at the agency.
Leave. Especially if you have executive teams larger than CEO, CFO, CCO, CSO, head of production, and head of HR/talent. Anything beyond that in 2024 (especially at a holding company) and you are bloated and using revenues to pay for roles you can’t afford.