Related Posts
Anonymous User
Seniors: a managers best punching bag.
Additional Posts in Creatives
GSP San Fran or Leo Chicago?
Are Creative Directors rich?
Going in-house full-time ✌🏻
Who here is freelancing while working full time?
FCB Health Chicago - What’s it like?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
It varies. But, in general, I feel like—as an industry—we do a crap job of supporting juniors these days. The fault isn’t just the agencies’ though. The biggest shift and problem I’ve seen are the budgets and the scopes.
When timelines get tighter and we’re delivering more, we unfortunately don’t have time to let teams try and fail or sit and explain everything every time. (Though, I personally do try to carve out time. But, it’s hard.)
Also, back in the day, the teams used to be the workers. But, now, creative leadership has to manage their own briefs as a working team as well as the briefs they’re leading. We’re asking more of people without giving them more time. So, mentorship gets squeezed.
I will say, however, something agencies are at fault for is reducing the focus or hiring of senior teams. This is a problem because we’re hiring juniors to deliver mid-senior-level work, which isn’t setting anyone up for success. (Even if it allows the agencies to upcharge.)
It doesn’t allow the juniors to properly grow without the stress and need to get the brief right on the first time. Nor does it allow creative leadership the chance to take a step back and focus solely on fostering the team’s work and growth.
That all said, there are ways you can help yourself.
1. If you get direction in a review that you truly don’t understand or haven’t done before, don’t feel like have to just nod and smile. Be honest and ask questions. A good creative manager won’t get upset. They’ll try to give you more defined examples. It’s actually more frustrating to get back work that shows the team clearly didn’t understand the assignment, and didn’t ask for clarification along the way. (Again, it goes back to the lack of time thing.)
2. Set up bi-weekly or weekly 1:1s with your manager. Use this time to talk about whatever you want. Your career, any projects, anything you’re stuck on or could use advice on. Do it with your partner. Or, by yourself. In doing so, you’re claiming the space you need to be heard and get help.
This is really helpful thank you. We’ve just got a new manger so will definitely work on this. Will defo try and ask more questions in reviews I guess sometimes we understand the feedback but would prefer more detailed feedback so we really understand how to improve for the next review. But as I can see by many replies you guys just don’t have the time sometimes.
Visual Storyteller
The industry not only lacks mentorship but good CDs who can provide directional feedback or even just manage their direct reports. When you have one who can do even a little bit it’s amazing how much of a difference it means.
ACD1 is correct though in that sometimes the CDs who would… just can’t because they’re being asked to do a million things including pitching their own stuff against yours. Happened to a CD of mine who was mentor-like in the middle of a campaign. Luckily by then I was already senior and just rolled with it.
My advice is to not directly ask for help from senior creatives, but instead ask how you can help them. Essentially you’ll be achieving the same thing, as you’ll need their help when you work on their projects with them, and they’ll be more likely to make time for you. It’s a win-win.
I rarely get to talk to my CDs and ECDs. Lots of sitting around waiting for feedback from my ACDs because they wait until way past the last minute around 8pm. Then we have no time to turn it around and we’re lucky if the CD approves stuff. It puts us in such a horrible position. I wish our ACDs put a fraction of the care they put in their work towards us. I don’t know how much longer I can do this.
Don’t be sorry. We’ve all been there at some point. It was just a little perspective from the other side.
If he’s having issues giving feedback live without sitting with it first. Consider suggesting splitting the creative reviews into two parts. First part of the meeting is for you to present. Second part of the meeting, later in the day, is for his feedback. 30 minutes a piece.
Or, you could suggest sending the work a few hours in advance of the meeting, to give him time to review and sit with it a bit. Then, use the review time for feedback. Neither is ideal. But, both might help.