3 Tips To Create A Marketing Legacy
We've all been there. You've have had a great run in your current role, you've made big strides on our position at our companies, ROI is solid, and your 'marketing machine' is running like a top.
But then something happens. Maybe your spouse gets the job offer of a lifetime. Maybe you are burnt out. Maybe your company is downsizing. Whatever the reason, you're leaving your current role. It's bittersweet, but it happens.
As you plan your exit, how can you ensure your marketing prowess, hard work, and momentum is not lost in your departure? Here are three things you can do to ensure your legacy isn't abandoned.
3 tips to creating a marketing legacy
1. Write down everything marketing related. Everything.
Do you use specific tools to do your job? Write down the name of the tool, how you use it, the frequency by which you use it, and any applicable passwords (hint: change the password if you use it elsewhere, like personal email.) Do you have specific voice that you use for different marketing vehicles, for example, formal in email, casual in social? Write that down. Do you have a ritual or something you do that leads to your success? Write that down too. The more you can pass along to your predecessor - and add it into the company's archives - you're documenting all of your hard work. Odds are, it'll raise your boss's and your own eyebrows.
2. Interview your replacement.
It may seem weird, awkward, or inappropriate, but if you have the opportunity to interview for your replacement, you should take it. After all, if you've built a legacy in the business, you should have a say in the direction that it will go after you leave. You know what it takes to get the job done the right way. You know what characteristics will succeed in the work environment and which ones will fail. It's just a great way to make sure the person you're handing the end product of your blood, sweat, and tears to will be able to carry on your work - and hopefully improve upon it.
3. Create down-field marketing benchmarks.
Most of the people I talk to who are starting a new job are slightly overwhelmed because they know that there's a period of getting "broken in", learning the ropes and the role. After that, oftentimes the goals become more blurry. Sure, they need to use their expertise to contribute, but it's like getting thrown into a high-stakes game of double dutch and most times, they know the footwork, but don't know all the cool rhymes and hand moves that go with it. So by giving your replacements hard benchmarks to aim for 6 weeks or 6 months down the road will give them a hard goal to shoot for that YOU set. This will give them the opportunity to hot benchmarks while learning the business.
It's never easy leaving positions - for any reason. But creating a legacy helps keep your hard work protected and keeps the relationships with previous employers amicable.
If you have any marketing needs, our team of professionals are standing by to help you start your legacy today! Get Started!