Worldwide Partners Launches Independent Agency Talent Initiative

While there’s no question advertising confronts a talent crisis, the reasons for widespread dissatisfaction are anecdotal and remedies are based largely on assumptions. The factors that lead people to leave, join or stay haven’t been quantified by targeted, independent research. 

Independent agency network Worldwide Partners aims to change that. The network, which has grown to more than 70 agencies in 40 countries, has engaged Agency Futures and Calculated Strategic Insight to identify the precise disconnects between employees and senior leadership on the things that determine agency talent health around the world.

Together, they’re fielding two surveys – one for employees and another for management – that get into the day-to-day actions, assumptions and misfires that affect whether people are fulfilled or frustrated. Employees are being queried about what really motivates and satisfies them about their agency lives, how they feel about the future of work, and how well they’re being supported by policies and technologies. Managers are being asked about the shape and trajectory of their businesses, client demands and challenges to growth. The results will be compared to portray what’s shaping talent health for agencies in particular situations. 

“Employee satisfaction is a multi-dimensional topic,” said John Harris, CEO of Worldwide Partners. “To understand it deeply enough for agencies to solve it, we need to assess the differences in perspective between leaders and employees within the context of agency growth and operations. We believe we can identify a blueprint for more stable, rewarding agency cultures. In the process, we can extend the cultural advantage of independent agencies that work to consistently put people above profit.”  

The survey follows on a series of reports the companies have fielded over the past two years to determine the growth status and opportunities for independent agencies. 

Employees are invited to take the 10-minute survey here, while managers can answer here. Results and implications will form a future story on LBB.