What if you hate it?
- 09 December 2015
- 150 views
Finding out that your new job as a marketing manager isn’t quite what you expected isn’t the end of the world – there are proven ways to create a better workplace.
Perhaps you don’t have the power or the budget to run campaigns the way you want, or perhaps you’ve been given unrealistic and unachievable targets. Maybe you’ve been handed a poisoned chalice, taking over a team with low morale or riven by infighting.
That doesn’t mean you have to chalk your new job as a marketing manager up to experience, leave as quickly as possible and avoid management roles in future. Even if you’re promoted within a very big organisation, you can do something to change the culture and make it fit around you.
It’s much harder to change an existing culture than to build something from scratch, but it can – and should – be done for the good of all involved:
- As a manager, you have control over many of the factors that can improve employee engagement and build a better workplace. According to the Institute for Employment Studies, involvement in decision-making and the extent to which employees feel able to voice their ideas, how managers listen to these views, and how they value employee contributions are all critical.
- Your own actions will have an effect; a study by IABC Research Foundation found that managers are the most important influence on the behaviour of their teams. It may be that, simply by demonstrating better leadership skills than your predecessor, you can turn the team around.
- Ian Ellwood’s book Marketing for Growth suggests focusing on individuals is key to tackling a bad environment – something that modern marketers are increasingly used to doing in their jobs. He says that appealing to emotions first is most effective, persuading people by providing a higher purpose or something they can aspire to.
- You may have to ‘manage upward’ because the issue in the workplace is with the people you report to. Fortunately, there are also techniques to fix this relationship. You may be under pressure to deliver the impossible, but by coming to your employer with a practical alternative plan and the expected, measurable results, rather than trying to meet unrealistic expectations, is one possible solution.
- Making a positive change to workplace culture is a valuable activity in itself. The 2012 Towers Global Workforce Study of more than 32,000 employees in 30 countries showed that, irrespective of sector, firms with low employee engagement generated less than 10% operating profit margin, compared with 27% for businesses with ‘sustainable’ engagement.
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- 150 views