10 Tips For Effective Team Management in Digital Marketing

Have you ever heard the old saying: people don’t leave companies – they leave managers? Most managers assume they do a fantastic job motivating and getting the best from their team. The way most companies are set up is to promote people into management is if they have been doing their job well for a defined period of time, rather than by analysing how well they work with and inspire others. This means many people land manager roles without really examining their own people management skills. It’s important for all managers to keep at the forefront of their mind how to manage a team effectively, so here are 10 useful tips every manager in digital marketing should be using.

1.    Keep communication open

The most important foundation of any team is communication. Your team shouldn’t be afraid to tell you anything or think you’re too busy to make time for them. They should feel like your door is always open to them and you should want to hear from them. Regular team meetings are a necessity for giving them the opportunity to talk to you. Make sure everyone is included and has the chance to voice their opinion. However, not everyone wants to discuss things in front of the rest of the team. Employ one-to-one sessions with everyone where you can privately talk to each other.

2.    Encourage collaboration

You can’t have a team without teamwork. Your team must work together. It’s up to you to show them how they can do this most effectively to maximise productivity. Praise their collaborative efforts and position them as an example to the rest of the team. If something does go wrong, don’t play the blame game. Instead, openly discuss why things went wrong and what could be done differently next time to avoid the situation from reoccurring. Ask if they need any other resources to help them.

3.    Develop your team

Digital marketing moves at a breakneck pace. You can be the best marketer in existence but if you fail to keep up-to-date with trends, new marketing channel features, algorithm changes and much more, you’ll quickly divebomb to the bottom of the list as your skillset ages. Your team should have access to resources that increase their knowledge, from attending in-person conferences to sitting in on a webinar.

Development doesn’t just happen from outside your business. Encourage your team to share informative news articles and blog posts that follow new developments, so all of you are kept up-to-date. Continuous development will not only improve your team but also employee retention. As they learn more, their workdays are more likely to differ and see more successes, avoiding the repetition and boredom that encourages people to look for new jobs.

4.    Establish clear processes and goals

In any team, it’s important that everyone understands how vital they are to your business. Set SMART goals that all your team agree and take time to set out the necessary processes needed to achieve these. Involve your team in projects from the start Your team should also be comfortable communicating with you in case they need to discuss any obstacles. Periodically review how well they are progressing and provide any support if they need it.

5.    Know your team as people, not just workers

If you’re spending most of your day with someone and seeing them more than their partner does, you should value them as more than just workers. Get to know your team on a personal level. What are their interests? What did they do at the weekend? What do they enjoy doing with family or friends? Knowing this will improve your relationship with them and create a more relaxed work environment. This type of information will give you a clearer picture of who your team member is, which method of working suits them and what motivates them best. Perhaps it’s suggests that they’re more of a visual learner, they prefer working more independently or they like to conduct a lot of research before starting a task.

6.    Encourage delegation

No one is a superhuman and that’s okay. In a team, it’s senseless that someone should do everything themselves. As a manager, you should be aware of everyone’s unique strengths and how to get the best out of them. By assigning tasks that line up with their best competencies, you demonstrate trust in them and that you know they can excel at their work. You’re also setting model behaviour. Encouraging your team to share their diverse workload will not only protect them from being overworked and frustrated; it will also improve the trust they have in their colleagues, as well as enhance their communication skills.

7.    Never micromanage

A good manager trusts their team. A bad manager ruins them. 59% of employees state that they have worked for a micromanager and there is a high correlation between micromanagers and team looking elsewhere for work.

While it can be tempting to keep checking your team members’ work, this  disrupts productivity and lowers morale. It creates the impression that you don’t trust them. Instead, give them personal responsibilities to empower them. Let them make their own decisions and ask them to reach out to you the moment they have any concerns. You are equal colleagues in a partnership and you should treat them fairly.

8.    Provide rewards

If you want your team to be the best, you must acknowledge their hard work and keep raising their morale. Reward your team when they do something exceptional to show your appreciation more than simply saying ‘thank you’. A reward will go a long way to encourage them to continue to work hard, knowing their contributions are valued and make a difference.

9.    Manage conflict smoothly

Many conflicts that teams experience can be avoided by taking some pre-emptive steps. Often, miscommunication rears its ugly head when team members are not exactly sure what each other does or how they work. A good way to overcome this is by having new members of the team shadow their teammates to truly provide a behind-the-scenes look of what they get up to. When tasks that require collaboration arise, clearly plan who is expected to do certain what and when. If one piece of work needs to be transferred to someone else, a descriptive brief can let everyone know what is expected of them.

 Never ignore conflict; this could lead to similar problems being left unaddressed in the future or create a very sour work ambience. You want everyone to feel they work in a comfortable environment and boost morale. Address any issues that arise as soon as possible with all relevant parties before resentment moves into your office. 

10. Use the right tools

It feels like every week new digital tools and apps are released that simplify and improve your marketing efforts. They could be marketing, technology, data or project management-specific. Each of them has several popular competitors with varying benefits and drawbacks. Ensure your team uses the same tools and everyone receives sufficient training to ensure a strong level of confidence. Remember that your team is based on individuals who may have different levels of technological ease of adoption. Don’t leave anyone behind if it takes them longer to learn how to use the tools. Be patient and let your team know you’re happy to go over any part of their training.

As these tips illustrate, transparency and understanding are the core foundations of a successful and happy digital marketing team. Fostering inclusion will value your team individually, bring out their best performance and play to their diverse strengths. Don’t forget – a team that works brilliantly together, takes pride in what they do and loves their job is the sign of an excellent manager.