I have the privilege of meeting lots of account managers when I deliver my client growth workshop.
They tell me their challenges as account managers and often the conversation leads to the fact they’re unhappy in their role
The reason for the unhappiness could be a number of things; feeling overwhelmed by the workload, not getting on with their line manager/colleagues, having to stay late and having no social life, not getting promoted fast enough, not feeling supported enough, unhappy with the level of pay etc etc.
I often get the sense they want to leave the agency and think it’s a shame because inevitably the grass isn’t always greener in another workplace and also it might not be in their best interests.
I always encourage them to first of all consider carefully whether it’s worth voicing their opinions to the senior management team first rather than resigning.
In many cases the senior management team are unaware a problem exists or if they are aware there’s a problem, they don’t necessarily think it’s something that needs action.
If you are in this position and feel disempowered to do anything to change things, I would urge you to consider voicing how you feel about the situation to someone within the agency who has the power or influence to change things.
I suggest instead of continuing to feel negatively about the situation and only discussing it with your colleagues to ‘let off steam’ you consider asking for a 20 minute meeting with someone in senior management.
Asking for 20 minutes for the person receiving the request makes it feel manageable ie. you’re not intending to take up too much time.
The next step is to prepare an overview of the situation with three things;
1. What’s the problem – explain clearly and dispassionately what’s currently happening and why it’s a problem
2. What’s the impact of the problem – then tell them what you see as the impact of the problem i.e. what’s the knock on affect of having this problem on you, the agency, the business, your client, your colleagues.
3. What’s the solution you see as possible that could help eliminate or at least reduce the impact – this is your opportunity to shine by proposing solutions to save the manager having to think about what might be best. Perhaps propose several different solutions so they have the choice.
This approach shows you are professional, pro-active and resourceful. It also could save you having to look for a new job and unsettle yourself.
I’m not saying that this works in every case. There may be situations where talking to someone isn’t going to solve anything. However, I do believe account managers sometimes put up with situations without making a fuss a lot of the time because they feel it’s ‘not their place’ or they feel it will jeopardise their role in the agency.
I say nothing ventured nothing gained. If you are feeling demoralised and demotivated as a result of a problem that’s happening at work then it’s up to you to highlight it to someone and take responsibility for trying to resolve it.
If nothing changes as a result, then by all means go ahead and contact recruiters but if you feel it’s worth saving then take action and speak up – it might help alleviate lots of headaches at work for you.
Have you ever had a challenging situation at work and you’ve taken control of the outcome?