How to Retain Top Marketing Talent

Best Practices for Australia and New Zealand

In the competitive marketing landscape of Australia and New Zealand, retaining top talent is more crucial than ever. High turnover can disrupt team dynamics, slow project progress, and increase recruitment costs. To stay ahead, organisations must adopt effective strategies to keep their marketing stars engaged and satisfied. Here are the best practices to help you achieve just that.

1. Offer Competitive Compensation and Benefits

Top marketing professionals know their worth. Ensure your compensation packages are competitive within the industry. Beyond salary, consider additional benefits like flexible working arrangements, professional development funds, and wellness programs. Tailoring these to the preferences of your team can make your organisation more attractive.

2. Foster a Positive Workplace Culture

A supportive and inclusive workplace culture is a key factor in employee retention. Promote open communication, recognise achievements, and encourage team collaboration. Creating an environment where employees feel valued and connected to the company’s mission can significantly boost satisfaction and loyalty.

3. Invest in Professional Development

Continuous learning is essential in the fast-evolving marketing world. Offer opportunities for your team to upskill through workshops, online courses, and conferences. This not only improves their capabilities but also demonstrates your commitment to their growth, making them more likely to stay with your organisation.

4. Provide Clear Career Pathways

Ambitious marketers seek organisations where they can grow their careers. Clearly outline potential career progression paths within your company. Regular performance reviews and personalised career development plans can help employees see a future with your organisation, reducing the temptation to look elsewhere.

5. Encourage Work-Life Balance

Burnout is a major cause of turnover in high-pressure industries like marketing. Promote work-life balance by setting realistic expectations, encouraging the use of leave, and offering flexible work arrangements. A healthy balance can enhance employee well-being and productivity.

6. Engage and Involve Your Team

Involve your marketing team in decision-making processes and strategy discussions. When employees feel their opinions matter and are actively shaping the direction of the company, they are more likely to be invested in its success. This sense of ownership can significantly improve job satisfaction and retention.

7. Recognise and Reward Contributions

Regularly acknowledge and reward the hard work of your marketing team. This can be through formal recognition programs, bonuses, or even simple gestures like a public shout-out. Recognition can go a long way in making employees feel appreciated and motivated to stay.

8. Stay Updated with Market Trends

Keep an eye on industry trends and adapt your strategies accordingly. Whether it’s adopting new technologies, updating job roles, or shifting focus areas, staying current can make your organisation more appealing to top talent who want to work at the cutting edge of marketing.

Conclusion

Retaining top marketing talent in Australia and New Zealand requires a strategic approach that prioritises employee satisfaction and growth. By implementing these best practices, you can build a resilient and motivated marketing team that drives your business forward. Remember, investing in your people is investing in your company’s future success.

By fostering a supportive environment, providing growth opportunities, and recognising achievements, you can reduce turnover and create a team of dedicated marketing professionals ready to tackle any challenge.

Need help?

Get in touch with Lucy Bolan. Lucy can partner with you to secure the right talent that will support your business growth strategies.

✉️ lucy@newchaptertalent.com.au

📞 +61 416 153 144

𝐍𝐞𝐰 𝐓𝐚𝐥𝐞𝐧𝐭
𝑵𝒆𝒘 𝑺𝒕𝒂𝒓𝒕
𝐍𝐞𝐰 𝐂𝐡𝐚𝐩𝐭𝐞𝐫

Or connect with Lucy on LinkedIn—she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities, follow New Chapter Talent on LinkedIn.

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Why Top Marketing Talent Is Hesitant to Apply

By Lucy Bolan • March 31, 2025

And How Companies Can Win Them Over

GOOD vs BAD Leadership – How It Impacts Your Career

By Lucy Bolan • March 10, 2025

Last week, I caught up with a marketer who had just landed an exciting senior role, and their enthusiasm was contagious! They couldn't stop raving about their new leader - and for good reason. Why is their leader so great? They never take credit for my work - recognition is given where it's due. They actively encourage me to engage with the C-Suite to develop my leadership skills. I receive regular, constructive feedback that helps me grow. Communication is open, clear, and consistent - no second-guessing expectations. The team culture is supportive, inspiring, and genuinely enjoyable. Sound like a dream? Well, it should be the standard! But here’s the harsh reality - great leadership isn’t always the norm. I also spoke to a marketer who is having the opposite experience, and the contrast is stark. Why is their leader so difficult to work under? They manage with fear, creating a “yes” culture where no one dares to push back. Team members feel that disagreement equals a risk of being fired. Ideas and opinions are dismissed, leaving employees feeling undervalued. The office tension is unbearable - it’s a daily battle just to get through the day. They’re actively looking for a way out because the environment is draining. Two very real, very different versions of leadership. And believe it or not, 1 in 3 leaders exhibit toxic behaviours that negatively impact their teams. If you find yourself working under a leader who makes your work life miserable, it’s time to take action. What Can You Do if You're Stuck with a Bad Leader? Not every situation allows for a quick exit, so here are some strategies to help you navigate the storm while protecting your career and wellbeing: Document Everything – Keep records of key conversations, emails, and decisions. This can be invaluable if you need to escalate issues or make a case for a move. Understand Their Triggers – While it shouldn’t be your responsibility to manage your boss’s emotions, understanding their pressure points can help you avoid unnecessary conflicts. Stay Professional – It’s easy to let frustration take over, but keeping your cool ensures that you maintain your credibility. Never let a bad leader drag you down to their level. Find Allies – Chances are, you’re not alone in this. Build relationships with trusted colleagues who can validate your experiences and provide support. Seek a Mentor – Having a mentor outside your organisation can provide clarity, guidance, and an objective perspective on how to navigate the situation. Leverage External Networks – Stay engaged with marketing communities, industry events, and professional groups. Expanding your network can open doors to better opportunities and a healthier work environment. The Good News? Great Leaders DO Exist! If you’re struggling under poor leadership, don’t lose hope. There are leaders out there who will champion your success, invest in your growth, and create workplaces where you can truly thrive. Whether you’re looking for your next role or simply seeking advice on navigating tough workplace dynamics, New Chapter Talent is here to help. Our network is filled with exceptional marketing leaders who know how to bring out the best in their teams—and we’d love to introduce you to them. If you’re ready for a change, let’s chat. Your next great leader is out there! Contact Lucy Need help finding your next marketing role? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy... ✉️ lucy@newchaptertalent.com.au 📞 +61 416 153 144 𝐍𝐞𝐰 𝐓𝐚𝐥𝐞𝐧𝐭 𝑵𝒆𝒘 𝑺𝒕𝒂𝒓𝒕 𝐍𝐞𝐰 𝐂𝐡𝐚𝐩𝐭𝐞𝐫 Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

How to Build a Personal Brand That Attracts Marketing Recruiters

By Lucy Bolan • February 27, 2025

In the competitive marketing world, your personal brand is your ticket to standing out. Whether you're actively job hunting or just keeping an eye on the market, how you present yourself online (and offline) can make all the difference. Marketing recruiters aren’t just looking for skills on a CV - they’re looking for professionals who embody the essence of marketing itself: compelling, strategic, and engaging. So, how do you build a personal brand that makes recruiters take notice? 1. Define Your Unique Value Proposition (UVP) Just as brands differentiate themselves in the market, you need to define what makes you unique as a marketing professional. Ask yourself: What are my core strengths in marketing? What industries or sectors do I specialise in? What’s my marketing superpower - creative storytelling, data-driven strategy, brand building? Once you identify your UVP, weave it into everything - your LinkedIn headline, your portfolio, and how you introduce yourself in networking conversations. 2. Optimise Your LinkedIn Profile (It's Non-Negotiable!) Recruiters live on LinkedIn, so if your profile isn’t optimised, you’re invisible. Here’s how to make your profile work for you: Headline & Summary: Craft a compelling headline that showcases your expertise. Your summary should tell your career story, highlighting your skills, successes, and what you’re passionate about. Experience & Achievements: Go beyond job titles - include results. Did you grow engagement by 150%? Increase lead conversions? Help launch a new brand? Show impact. Skills & Endorsements: Prioritise marketing-specific skills like SEO, brand strategy, and digital advertising. Engagement: Share industry insights, comment on marketing trends, and engage with content to stay visible. 3. Showcase Your Work with a Portfolio If you’re a marketer, you should market yourself! A portfolio - whether it’s a personal website, a well-curated LinkedIn feature section, or a digital PDF - can be a game-changer. Include: Campaigns you’ve worked on (results included!) Thought leadership pieces or blogs you’ve written Creative assets, social media content, or brand strategies you’ve developed Even if you’ve been out of work for a while, you can create mock campaigns or case studies to demonstrate your expertise. 4. Position Yourself as a Thought Leader Marketing recruiters love candidates who actively engage with the industry. Share your insights, post your perspectives on marketing trends, and engage in discussions. Ideas to get started: Write LinkedIn posts on lessons learned from past marketing projects. Share your take on a new trend (e.g., AI in marketing or the latest social media algorithms). Comment thoughtfully on industry news and thought leaders’ posts. Even a few well-crafted posts a month can establish your credibility. 5. Build and Leverage Your Network Marketing is about relationships - and your career should be no different. Connect with recruiters, marketing leaders, and peers. Ways to network effectively: Engage with recruiters’ content and introduce yourself in a value-driven way. Attend marketing webinars, events, or LinkedIn Lives and connect with attendees. Join relevant marketing groups and actively participate. 6. Be Consistent and Authentic Your personal brand is a reflection of you - so keep it authentic. Choose a niche, develop your voice, and stay consistent. This doesn’t mean posting every day but rather maintaining a steady presence and being intentional with how you present yourself. 7. Stay Adaptable and Keep Learning Marketing evolves quickly, and staying ahead of trends can set you apart. Whether it’s brushing up on new tools like GA4, mastering the latest social media ad platform, or learning more about AI-driven marketing, showing that you're up to date makes you more attractive to recruiters. Final Thoughts If you’re looking for work (or even if you’re not just yet), investing in your personal brand now will pay off when the right opportunity comes along. Marketing recruiters are drawn to candidates who show their expertise, not just list it on a CV. Remember, your personal brand is your professional identity, and by investing in it, you're not just attracting recruiters, but also shaping your career path with confidence. References Personal Branding Without Social Media | Get the Social Advantage . Contact Lucy Need help finding your next marketing role? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy... ✉️ lucy@newchaptertalent.com.au 📞 +61 416 153 144 𝐍𝐞𝐰 𝐓𝐚𝐥𝐞𝐧𝐭 𝑵𝒆𝒘 𝑺𝒕𝒂𝒓𝒕 𝐍𝐞𝐰 𝐂𝐡𝐚𝐩𝐭𝐞𝐫 Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

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