We keep hearing “It’s attrition season, the market is competitive, and it’s happening everywhere.” It’s not untrue, but it also isn’t the whole story. Besides the obvious (salary/title), what has kept you at your agency? What else could leadership or managers be doing to keep talent? If you left recently, why?

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My agency, a big shop in nyc that supposed to be really creative, is hemorrhaging creatives.

They’re doing practically nothing to keep talent to be honest. Management is pretty overwhelmed so they’re just reacting, not being proactive.

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Same here. We are just doing whatever the client wants. I don’t have anything on my book that would help me to move forward in my career.

I genuinely believe my boss cares about me as a person, has my back, is capable of coaching here and there, and trusts me to work in a way that’s best for myself and my team. There is autonomy without total disengagement. This is at a huge account at a huge agency (who I otherwise feel basically nothing for)

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I left to work at an agency that would actually utilize me to my full potential. I liked the people I worked with, but not the career growth. Now I have good people and good opportunities.

I’m on one of the larger DTAS clients and we just went through a big transition taking on a lead agency role and integrating a sister agency into our new operating model. The rollout of R&Rs between “power of one” agencies, onboarding team members and clients to a new process and just generally defining how we’re supposed to all work together in this capacity has been a hot mess. We need leadership to be transparent, acknowledge the issue, and actually take ownership to fix it. All of the blame is being put on AM and PM executing teams, and they are fed up and getting out. It feels like they sold in something huge but then completely dropped the ball on the implementation of it.

There are SOME leaders who do seem to care and are putting in the extra effort. My promotion was almost a year delayed due to COVID they worked hard to make it happen early this year and give me opportunities for new/different work in the meantime. There are gems who are doing the right thing and making me feel valued, but others who seems disengaged and shuffling blame around.

I left because no matter how plainly I said what it would take for me to stay (promotion and raise, clearly defined set of priorities, steps taken toward resolving ongoing operational problems), it never happened. Even though I was continually praised and celebrated. Even though I reported directly into a C level who should have had the power to make these things happen. I was left to conclude they just didn’t care that much if I left… so I did.

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