How do you keep your marketing team's talent?

Know when to let go! Sometimes a person's skills and interests may mean their career may flourish more on another team or another company. Help to support them in this transition.

One thing I’ve done with my team is first map out where they want to go in their career and then figure out what skills they need to improve to get there. Meet with them monthly about their personal development and actually care about it.

Being highly selective in the hiring approach is paramount. This means bringing on board A-level talent from day one. This not only fuels individual motivation but also raises the bar for the entire team, promoting curiosity and minimizing workflow disruptions.

An example that I have always seen working is to actively nudge your team in the learning, pivoting direction with next steps clearly agreed upon. Don't hesitate to switch and engage them on paid and organic channels that excites them and aligns with their future goals the most.

This is an extremely important aspect as staying relevant with trends and technology is crucial for marketing professionals. Continuous learning prepares you for pivoting when changes in those trends and shifts in consumer behaviors occur. Staying abreast of new technologies that help mine consumer data for fresh and timely insights, or tools monitoring KPIs efficiently, increasing productivity. Continuous learning adds to the toolkit marketers need to connect with their audience effectively, outperform competitors, and drive results in an increasingly digital and data-driven landscape. CL also fosters a proactive culture within the department and organization which manifests new ideas, strategies, goals, and successes!

When you're working with your team, it's crucial to understand what drives each member. Some are motivated by financial rewards, others seek recognition, and some are all about personal growth. By pinpointing these individual motivations, you can tailor your approach to suit each team member's preferences and needs. It's all about understanding what makes them tick and optimizing your strategy accordingly.

This recognition can be done in many personalised ways. Don't let the small wins get unnoticed. You don't have to make a grand spectacle by sending a company wide email but even a casual slack appreciation or a coffee card can have a genuinely encouraging impact.

Cultivating a token economy in work places is a tried and tested method, globally. Learn to appreciate hardwork in whatever capacity. By uplifting others around us, we can cause multiple, positive ripple effects that add to the company's growth as well as our own.

Let your team understand a commitment they have done into company strategy shaping and implementation. Clear and detailed plan of yearly/semi yearly/monthly activities is essential to let the team know its share in the company growth and make it easier to estimate and reward successful steps and winning ideas.

This assignment is a part of internal marketing objective and is really essential for organization success. Sharing knowledge, competence and potential inside the company is the first step for shaping the strategy and your message to a market. To broadcast your unique offer to customers you need to understand, agree and promote it inside.

I think it is really important to empower you team by giving them enough autonomy to make decisions on their projects as this will help them to develop a sense of ownership and encourage creative thinking. Steer away from micromanagement. This not only a time waster for you but it is highly detrimental to team members' development.

I often emphasize the importance of over-communicating with your team. Share your goals, values, and mission consistently. Think of it like marketing; you want these crucial elements to remain top of mind for your team.

I like to err on the side of transparency. I have found it helpful to provide as much background and context as possible. When team members understand the goals, as well as the challenges, they can find their own solutions based on their experience. Conversely, sometimes individuals may want your perspective and expertise. It's important to listen and to know the difference and support them either way.

Transparency is key. One of the simple ways of doing this is by following through on your promises big and small. People normally mimic other people's behaviour in communities, especially if it is someone they respect. If they see you behave in a certain way, they would also start behaving in the exact same way.

One thing I haven't seen mentioned yet is the role of a manager to remove barriers and stand up for their team members, if needed. It's important to ask your team what, if anything, is blocking them from success.

Help your team finish their workday on time. Marketing is an area where there will always be more tasks than you can handle. Constant training, career mentoring, collaboration, etc. only add to the pressure on people and leave them feeling like they have no life other than work. Marketers are people too, and returning to work rested and with new impressions from their personal lives will make them more effective and satisfied about work.