Do you have a turnover problem in your marketing department? You’re not alone. Marketing recruiters will tell you it’s more common than most realize.
One of the main things that is guaranteed in the marketing industry is change – a lot of it. Roles, requirements, strategies, and technology are continuously changing. Unfortunately, for many organizations and marketing agencies, this means a high level of employee turnover and a constant need for hiring.
Like many marketing companies, you are probably tired of hiring new people, having them stay for a year or two and then leave. While it is common in marketing for professionals to move around a lot, there are ways you can reduce employee turnover amid the constant change in the industry.
Below, our recruiters will talk about the average turnover rates for marketers and how to lower your company’s turnover rate in the marketing department.
What is the turnover rate for marketing professionals?
It’s estimated that the turnover rate for marketing agencies is 30%. This means that if you have a 10-person team, you will replace about 3 roles every 12 months. This is a lot of recruiting, hiring, training, and replacing of marketing talent.
Marketing Week found that the majority of marketers have been in their current role for less than 3 years. They found:
- 66.3% have only been in their current role for a maximum of three years.
- 45.4% have been in their current job for less than three years.
- 22.4% of marketers had only just started a new job.
- More than half of marketers are actively seeking a new role.
6 Ways to Reduce Marketing Employee Turnover
Even though turnover is more common in marketing than in many other industries, there are still things that companies can do to reduce turnover in their organization. Keep your marketing team strong and intact by following these tips:
1. Track the turnover
The first thing you need to do to reduce turnover is to track it to understand why it is happening. There are a lot of reasons why people could exit your company.
“Focus especially on high-performing workers, whose departures cost you the most,” recommended the Business Development Bank of Canada.
“Consider what you could have done to encourage them to stay. One way to find out is to do exit interviews with departing employees to identify areas for improvement. Simple changes can sometimes make a big difference.”
2. Make exceptions for exceptional talent
Great talent doesn’t walk into your organization every day. If you hire someone who can truly make a difference in your organization, don’t let them walk out the door because of a company policy or internal issue. Be proactive and find a way to remedy the situation.
2. Offer attractive career advancement opportunities
One of the main reasons why marketing professionals move on is because they hit a ceiling and don’t have more room for growth – so offer it to them. This doesn’t always mean a promotion. Advancement can take on many other forms, including continuing education, mentoring, special projects, and even more autonomy.
3. Be transparent and open the lines of communication
Your team wants to be in the know. They want to be part of what is happening and not be kept in the dark. When you have an open dialogue with your employees, they will be more likely to voice their concerns and express issues they have, allowing you to address them before they fester and cause them to leave the company.
4. Build a great marketing culture
People want to be part of something. A strong organizational culture that is inclusive and creates strong relationships helps people feel welcome and part of something bigger. It also makes them feel more secure in their position.
Let the team test new platforms, content types, and ad strategies. A culture of experimentation keeps work interesting and helps employees feel valued for their ideas.
It’s also important to watch for burnout. Marketing roles can be fast-paced and demanding. Keep an eye on workloads and redistribute tasks or adjust priorities as needed to maintain morale and productivity.
5. Show appreciation and celebrate wins
People want to be recognized for a job well done. Publicly celebrate campaign successes, lead generation milestones, or creative achievements. It boosts morale and team spirit.
Even small tokens of appreciation can go a long way – an email saying, “Thanks for the effort,” or even an employee of the month award, can make a difference. If a team member goes above and beyond, recognize their hard work, and they’ll reward you and show appreciation by being loyal.
6. Solicit and act on feedback
Keep your finger on the pulse of the marketing department. Ask for regular feedback and implement changes to processes, culture, and environment as needed. You can do this by conducting:
- Stay interviews: Ask employees what keeps them engaged and what might cause them to leave.
- Surveys: Use anonymous surveys to get honest feedback and identify problem areas.
Make changes based on feedback to show employees their voices matter.
A final word on reducing turnover in your marketing department
Employee turnover is a persistent challenge in marketing, but it’s not inevitable. By taking a proactive approach, you can build a more stable, loyal marketing team. Even small changes can lead to big improvements in retention.
More career tips and advice from our marketing recruiters
8 Benefits of Maintaining Your Marketing Talent Pool
4 Interview Question Topics that Will Help You Hire Top Marketing Performers Every Time
