{"id":27534,"date":"2023-01-04T11:46:19","date_gmt":"2023-01-04T11:46:19","guid":{"rendered":"https:\/\/mailinvest.blog\/index.php\/2023\/01\/04\/5-ways-to-be-a-better-content-team-leader-in-2023\/"},"modified":"2023-01-04T11:46:19","modified_gmt":"2023-01-04T11:46:19","slug":"5-ways-to-be-a-better-content-team-leader-in-2023","status":"publish","type":"post","link":"https:\/\/mailinvest.blog\/index.php\/2023\/01\/04\/5-ways-to-be-a-better-content-team-leader-in-2023\/","title":{"rendered":"5 Ways To Be a Better Content Team Leader in 2023"},"content":{"rendered":"

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\"\"<\/a>Just because your content marketing team members are satisfied in their roles today doesn\u2019t mean they won\u2019t consider working elsewhere.<\/p>\n

That\u2019s my takeaway from CMI\u2019s Content Marketing Career & Salary Outlook 2023<\/a> (registration required), published in October 2022.<\/p>\n

Over half of content marketers (57%) surveyed told us they plan to find a new job over the next year or are unsure about their next career steps.<\/p>\n

Yet almost the same percentage (56%) say they are very or extremely satisfied in their current position.<\/p>\n

What\u2019s a content marketing team leader to do?<\/p>\n

Recognize the truth. Team members will seek new opportunities inside and outside your company (and sometimes outside the profession).<\/p>\n

Wouldn\u2019t it be better to nurture your team members and their professional development?<\/p>\n

Those supported employees would think more positively of you as a leader and increase their affinity for the brand. In return, they may stay longer in their role or be strongly motivated to seek career growth inside your company. If they do leave, they will be champions for your brand \u2013 and its content marketing \u2013 to prospective employees and potential customers.<\/p>\n

Great #ContentMarketing leaders support team members\u2019 professional development \u2013 even if it means they leave the team, says @AnnGynn via @CMIContent. <\/a><\/span>Click To Tweet<\/a><\/span><\/p>\n

Outline the future<\/h2>\n

Only one in five (23%) of the content marketers in CMI\u2019s research told us they have a clear path for career advancement with their current employer. Almost half (49%) say they\u2019re unsure how to progress and see no clear path. Another 20% say they see a path, but not in their current organization. (A small number \u2013 8% \u2013say the career path isn\u2019t applicable because they\u2019re at the top of their career.)<\/p>\n

\"Many<\/a><\/p>\n

If your company offers a path, make sure your team knows it. Develop an org chart and share it with employees on day one (or even better, give it to candidates in the interview process.)<\/p>\n

If you don\u2019t have a formal career path, develop anecdotal evidence. Craft brief stories about content team members who moved on to other roles on the team or within the company. Invite those people to share their experiences with your team as part of a monthly team learning presentation or a quarterly Zoom call.<\/p>\n

Meet with them one-on-one<\/h2>\n

Though research is helpful for a general understanding, nothing beats talking directly to each team member. So schedule one-on-one meetings to discuss their interests and career plans.<\/p>\n

In some companies, these conversations happen in annual review meetings. I recommend scheduling them separately but time them close together. A review is about the employee\u2019s current role \u2013 what\u2019s working, what\u2019s not, and what could be done better (by team member and employer\/team leader.) Sometimes, it includes setting goals for the next year but only in their current role. Unfortunately, any conversation beyond that often gets short shrift.<\/p>\n

Great #ContentMarketing leaders schedule separate meetings to discuss career development, so it doesn\u2019t get short shrift during annual review discussions. @AnnGynn via @CMIContent. <\/a><\/span>Click To Tweet<\/a><\/span><\/p>\n

A separate one-on-one conversation recognizes that professional development merits its own discussion time. In this meeting, encourage the team member to speak openly, reassuring them you won\u2019t think they don\u2019t like their current job if they\u2019re talking about other opportunities.<\/p>\n

Host regular conversations about their professional development (at least quarterly) to gain employees\u2019 trust. Once they see you mean it both by the discussions and your subsequent actions, they (and their fellow team members) are more likely to open up.<\/p>\n

In these interactions, ask future-focused questions:<\/p>\n