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Just because...in case you need a good chuckle...🤣🤣🤣

I can relate

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I was in a role where I was able to make great culture changes at my last agency. Some of the improvements included a true flexible schedule (moving from having to submit 8 hours in tracker time each day to just billing client work and not having a strict 8-5 schedule). And also implementing 1:1s with team members. We used 15Five and it was so helpful - had a weekly questionnaire about wins/challenges and how they were personally doing so you could form a better relationship
Given the high churn in the agency world, there needs to be a streamlined and clear plan when team transitions happen. During my agency experience, I found it discouraging when I was plugging holes for other client teams whilst HR/team leads didn’t treat hiring as a priority.
Nurturing junior talent is also extremely important. I managed employees who had never written professional emails before or had basic project management/organization skills. Don’t forget to mentor and nurture younger team members since you have an opportunity to shape their career early on!
I worked in agencies for +10 years. In my view, this is the ingredients i would use :
- A clear vision of who we are, why we love doing it, and what we want to do. Sounds stupid but it's FUNDAMENTAL. People need a vision and a positioning. Make it clear, engaging and loud.
- Flexible working environment : no need to have a police around to check who works when and where. It's all about client satisfaction and performance.
- A decent salary and decent bonus based on the actual value created. Clear, transparent guides around salaries. No hidden agenda. No weird low salaries when the person is dealing with an account 7 times greater than his/her salary.
- clear, well explained and well negotiated scopes and objectives. Agencies don't have 30k people. We all end up going out of our scope at some point. But there are limits.
There are so many more but i think that covers the basics.