The way 퀸 알바 agencies have been doing it for years. Hopefully agencies will be finding ways such as this to motivate employees through this difficult time. The pressure is being passed on from person to person, but it is not ending. We spoke with several agencies who managed to come up with some fundamental solutions that alleviated their workload.MediaCom has taken some measures to lessen the burnout and pressure on its employees.
Navin Khemka, Managing Director, MediaCom South Asia, said, Workload.MediaCom is encouraging employees to take time off, emphasizing on the importance of taking time off, relieving our stress, building resilience, and maintaining mental wellbeing. We must also realise that this issue is a complex one, and there is no silver bullet solution. While, we have implemented policies to better enable its employees, like Employee Assistance Programme, providing free counselling to all our staff; mandatory leaves, which helps them disconnect; and tools such as Asana and Sunday trackers, which helps them manage and protect their time; but we know policies can do so much.a we know policies can do so much. Managers need to play an active role in helping their employees cope with the pressures of working.
You will gain better insights into the way your employees are managing time. With time tracking, employees are compensated for more than just hours that they are actively working — they may even receive compensation for the hours they are spending brainstorming and coming up with ideas that, in turn, make the business more successful. Tracking also presents a solution that could help solve problems of advertising cultures that are prone to overwork and overtime, given the way agencies would be held accountable for how many hours their employees are working.
While agencies are really proposing this partly as a measure to cut down on employee turnover, there are clear benefits to individuals, too. Separately, agencies who actively manage their HR staffs to prevent burnout are better placed to win new business and add clients that want to work with them to the agencies list. Agencies should develop plans for managing burnout and protecting their employees – if they do not have any in place already. That way, you can learn more about what causes burnout among employees, and you can take meaningful steps to prevent burnout among employees in your agency.
Ultimately, creating open dialogue around the topic of burnout can ensure that your employees feel like your agency cares about their mental well-being–and that is exactly how it should be. Foster an open, honest workplace: If you want to mitigate burnout in your agency, your employees should feel comfortable talking about it when they are going through a tough patch. Lack of communication and manager support — When employees do not feel supported by their manager or the team, it makes doing their jobs harder and stressful. Often, employees will not talk about their workload for fear that they will lose their job or be perceived as underperforming.
A recent UK survey by pitching consultancy The Great Pitch Company found agency employees did not believe that their personal time, mental health, or existing workload was respected by agencies when it came to pitching for new business. Meanwhile, too many advertising agencies expect their employees to put in longer hours with no additional compensation — and this is on lower salaries, to boot. Employee burnout is leading agencies to lose opportunities to expand their customer bases. In fact, agencies are struggling to meet clients lofty expectations, even as their budgets shrink, putting a real strain on their broken fee-for-service business models.
The struggle to remain relevant as a worker, and be a resource for the company as well as for clients, is one of these main sources of job-related distress. Large workloads, stressful deadlines, unrealistic expectations by supervisors, and pressures of trying to achieve a healthy work-life balance are the major causes of stress among workers. As your employees feel the burden of stress compounding on both their jobs and lives, an inability to effectively mitigate stress could hurt the morale of your workforce and foster a toxic corporate culture. When you are a human-centric company, the only way to cater for wants and still stay in the game is by working more, and therefore, longer hours, than you have in the past.
A temporary spike in your staffs demands may be good, but continually overworking employees ultimately has negative effects on both their physical and mental health. Employees often will accept more tasks than they actually can complete during their normal working day to try to help out the team, but that is not going to do any good long-term. Your employers, too, need to recognize the potential consequences of failing to attend to the needs of your employees, including the consequences to minimize stress and avoid anxiety.
This usually comes in the form of offering better benefits, increasing staff training and education programs, placing new emphasis on competitive pay, and encouraging better work-life balance. At Manifest, we are dedicated to the upward mobility of our employees, supporting career advancement for all teams. I am committed to making sure that all our employees are empowered to explore new areas, engage with alternative skills, and pursue passion projects that support their development and help them progress in the business.
Since the summer Fridays programme was introduced, his agency has seen a boost in performance and creativity, as well as improved mental health among employees. We also spoke with several agencies who managed to build a healthier workplace, and addressed examples of employees who were overwhelmed and stressed while working. Ultimately, agencies cannot support humane work conditions and reasonable work-life balances for their employees without marketers willing to meet them halfway.