/GettyImages_80404230-56a4f2af5f9b58b7d0da0617.jpg "4 Ways to Reduce Turnover in Your Marketing Team")
Aaron Agius is the co-founder and CEO of Louder.Online , an award-winning global marketing agency .
Whether it's firing someone from your marketing team or deciding to leave, dealing with turnover is never fun. This is a problem that every marketing manager has to deal with sooner or later. In fact, the US Bureau of Labor Statistics reports a turnover rate of 47.2% in 2021.
So in a fast-paced world where you can lose almost half of your team every year, what's the solution? Let's talk about why it's important to reduce turnover in your marketing team and how to keep the right team for the long haul.
Reducing employee turnover improves your marketing team
Reducing employee turnover can help make your marketing team more productive, happier and more profitable. Here are some of the main reasons why reducing employee discomfort is so important:
• Creating a healthy work environment. It's hard to focus on your future at the company when your colleagues are constantly disappearing. A low conversion rate increases team cohesion and confidence in your mission as a brand.
• Reduces Team Investment – Every time you change a team member, you have to go through an expensive and time-consuming onboarding process. Permanent employees and recruiting means more resources for the team's current priorities.
• Helps prevent burnout: Someone has to compensate for complacency when an employee leaves. Low churn prevents marketing rock stars from changing focus or going too far.
• Makes customers happy : With high turnover, customers are in an uncomfortable situation and it takes a long time to recruit new ones to your business. Simplify your customers' lives with consistent and simple touchpoints.
Once you understand the impact this turnover could have on your marketing team, it's time to put the plan into action. Let's look at four effective ways to reduce employee turnover and build a strong and thriving marketing team:
1. Make remote work the new normal
Your company's telecommuting policy can have a big impact on your billing. According to Gartner's 2021 survey, 52% of employees surveyed said that flexible work policies will influence whether they stay or leave the company. If you're worried about letting your teammates work remotely, don't block them and risk losing them. Instead, take steps to ensure team productivity and unity.
Of course, the work of your whole team is collected in one place. At a glance you can see how hard everyone works. Plus, you can set up a quick general meeting in minutes instead of checking everyone's agenda. However, there is no reason to enjoy the same personal touch or expertise with remote teammates.
Schedule face-to-face meetings via Zoom, create standard operating procedures (SOPs) that make it easy to complete all tasks accurately, and track key performance indicators (KPIs) to compare your team's real-world performance. The lazy old school "time spent in chair" way of measuring performance was useless in the first place. Smart marketing managers plan so they know exactly who their team is and what they need to do.
2. Manage efficiently
From lack of motivation and performance to two weeks notice, the cost of poor management is high. No one wants to scare their boss. If disagreements arise between management and other team members, it is only a matter of time before the results appear.
Ability to manage others: Leadership, motivation, empathy and organization are some key qualities. As a manager, you need to consider your communication style with the marketing team. Your job is to hold them accountable as well as make sure they are happy and achieve their personal and financial goals. Here are some practical ways to keep your team on track without jobs or sergeants:
• Schedule a personalized week (in person or via Zoom) with free built-in chat.
• Show your team how improving business performance helps them achieve their personal goals.
• Offer constant praise and positive reinforcement, even for small successes.
• Make it clear that any feedback from management is welcome and encouraged.
When you try to connect with your team on a deeper level, you'll build stronger relationships. This makes it easier to hold team members accountable without fear or frustration.
3. Evaluate group members carefully
Positivity and efficiency are contagious. Also negativity and ineffectiveness. Just as you determine the clients you want to work with, you must choose your marketing team carefully. But what separates a bad teammate from a good one?
The best way to answer this question is to clarify your company's values. Then, make sure new hires fit your values and culture before offering them a position.
Standards are unique to each organization, but some common standards include:
• Honesty
• Ingenuity
• Cooperation
• Driving
• Responsibilities
Ideally, marketing team members will share all of your core values. This means they will get along well with management and other team members as well as customers, resulting in lower turnover.
4. To promote professional growth
What happens when one reaches a goal or breakpoint? They are bored and looking for a new challenge.
That's why $100 million athletes are getting another $2 million over the next decade, and why marketers are taking on more exciting roles.
How can you challenge your marketing team and help them grow personally and professionally? You can offer:
• More Rs.
• More responsibility.
• Ability to direct the implementation of a new marketing program.
• Exit to industry events.
• Opportunity to help manage the company.
• Take time to share goals and progress.
If you hire correctly, your team will thrive in the face of these challenges. By investing in your equipment, you are making a long-term investment in your business.
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