Phoenix Advertising Essay

Our success in the past has been largely due to start of the box creativity and qualitative team pee-pee which has resulted in high standards of performance. It is now era to put in a do drugs of brainstorming and lateral thinking to recognize the internal hassles that are affecting the general scheme of work. When things are not moving smoothly its crucial to revisit the existing system and find out the root cause.The careful dodging planning that we use to create winning campaigns for our clients has to be brought in to adjudicate the present impasse. Before an outsider tells us that we have a problem, we need to put our house in order. To find the base we need to agree on two things. First, we have to accept the fact that thither are problems which are affecting the performance of the employees. And second, work up a mutually beneficial solution that testament have long term benefits.We back tooth start with the interview, WHAT?What is the cause of the trouble? We al managements instruction on client satisfaction as the crucial aspect of agency survival. What we often tend to get out or disregard is the question of employee satisfaction. Effort acknowledgment and sincere appreciation goes a long way in creating a positive environment that is conducive to excellent performances. The disagreement between the servicing teams and the seminal teams is as old as advertising itself. Every firm lead have its own strategy on how best this can be dealt with. The need of the hour is communication. The management has to sit down and mouth it out with the team on a more(prenominal) than frequent basis. This will foster a more psycheal relationship which will result in better levels of understanding that is lacking at present.The conterminous question is HOW?The answer is simple. The accounts crew which serve as contact points between the company and the client unremarkably get the laurels for a successful campaign. This leaves the rest of the team in disappointment which translates as licking with the neighboring job. Perfect servicing is nothing without innovative thinkers and vice versa. Similarly, a sound idea whitethorn fizzle away with bad design execution and unimaginative copy. The question is not whether a copywriter is more important than the art director. We believe that all individual has a share in creating good work. This recognition of the importance of everyone in the team is crucial to boosting the team spirit.A sense of give and take is essential between the accounts and creative teams. If the servicing people stubbornly insist that the client is king and expect the copywriters and designers to commit constant changes according to the whims of the client, there is bound to be trouble. Working with yesterdays deadlines and unnerving pull can remove the creative team to a quick burnout. To avoid this, a daily roll is absolutely essential. What happens in most cases is that the workload is not evenly di stributed. A daily preview of who is anticipate to do what will give everyone a clear idea of how much work is on the incus and how best to meet the deadlines.A weekly review of work which will involve every person in the company is the first step. The meeting can be held at the end of every week, at a given time which should be convenient for everyone. The agenda will be an update of the work that has been done during the week, an overview of forward-looking jobs, client feedback, possible pitches and a personal comments session where everyone can speak nearly what they feel is important for the success of the company.Such an open platform will not only bring a sense of transparency to the agency but also create a sense of federal agency in the minds of the employees because they will understand that their opinions also count. A feeling of belonging is integral to the very idea of team work. To make this happen, we have to foresee the obstacles we will certainly have to face. I nitially there will be some wrangling about the need for such meetings and any given time will be inconvenient for every other person. The word compulsory works magic when it comes to finding time for something. But setting a time and place and sticking to it against all odds is equally important.The next question is WHY?Though everyone in the company is working hard enough, the joint effort is not very visible. To create a sense of unity and to pep up the teams spirits, an synergistic workshop must be conducted every three months which will again involve everyone in the company. In the advertising industry, changes take place on an overnight basis. There is always something new to learn. Keeping up with the flow is possible only when there is a frequent discussion of every issue. Be it new soft wares, award winning ads, fresh perspectives from the creative angle, what the competition is up to etc. Like Burnett at a time said, creative ideas flourish only in places which have a se nse of fun. Workshops are very useful in both cases. Inspiring speeches and group activities will help remove the sense of separateness that the employees now feel.Of course, we dont need another Ogilvy to tell us that job hopping is part and parcel of every advertising firm. But we should get a revitalizing shot right away to ensure best performance. It is only when an employee puts in his/her resignation letter that the management begins to ask whether there was a problem. Instead, there should be a system in which the management is closely aware of every individuals level of satisfaction within the company. This will help forestall problems and help retain the work force.This leads us to the question WHEN?Theres no time like now to start anew. Every department can review their internal issues and learn to take responsibility for success and failures instead of playing Passing the Buck. alter need not come from the grassroots. It can start at the top. The management can lead by example, and rest assured that everyone will follow. A clear agenda need to be drawn up immediately.To surmise, we needDaily meetings with accounts and creative teams.Weekly round up of work with the entire agency.At to the lowest degree three workshops a year.To encourage people to voice their views.Deal with disproportionate recognition of efforts.Hold the team together at all cost.And above all, we need to do this right away.I sincerely apply that we can make a difference to how things are run, enhance our professionalism and strive towards a better tomorrow for ourselves and the company.Thanking you,PlaceDate(This is just for your perusal)ReferencesOgilvy David Confessions of an Advertising ManGarba Kabir Alabi, The Trouble With The Advertising Industry, The Guardian, (24th March 2008)