Marketing & Creative Jobs in Canada Blog

6 Good Reasons for Leaving a Job and How to Prepare to Get a New One

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There are plenty of good reasons for leaving a job, but they’re not all created equally.

So before you hand in that resignation letter, you have to think about how you’re going to answer the dreaded Why did you leave your last position? question during your upcoming job interviews. 

To hiring teams, some reasons may be considered red flags that you’re a “problem” employee. However, other good reasons for leaving a job may actually help you stand out in a crowded market.

Today’s guide will help you see the difference, so you can make the best move for your ultimate career goals.

After all, deciding to leave a job is never a walk in the park — especially if you don’t have a new role lined up. But at least you’ll be confident you’re making the right decision and giving yourself the best possible chance of success.

How are Good Reasons for Leaving a Job Defined?

Let’s define good reasons for leaving a job as any reason that pushes your career development and makes you an attractive candidate to potential employers.

But that’s not to say all your other feelings and motivations for leaving are any less valid.

In our guide on signs you’re ready to quit your job, we shared warning signals that your job is no longer sparking joy and may be harming your health, such as:

  • A toxic work environment
  • Nothing you do ever feeling “good” enough
  • Sunday night stress about going to work on Monday
  • Constantly hitting the snooze button because you’re exhausted 
  • Needing to vent about work issues more often than not
  • Feeling perpetually stressed, overwhelmed, sick, or burned out
  • Being bored at work, easily distracted, and unproductive
  • High levels of apathy and lack of motivation to put your ideas into action or even care what happens

Now, these feelings and thoughts don’t just spring up overnight. In fact, these reasons for leaving a job often arise because you won’t take the plunge and quit. 

You’re probably making decent money and earning stellar benefits. You may be comfortable in your role and close to your coworkers too. But you’re still unsatisfied. 

So you continue to show up to work, and over time, these negative feelings and issues just fester and get worse.

But there’s absolutely no reason for you to do this to yourself or let things get this bad.

When you learn how to clearly explain why you want to leave your job and paint that reason in the best possible light, you’ll know how to move forward successfully.

And you may even strengthen your chances of landing the role of your dreams.

Why Companies Ask Your Reasons for Leaving a Job

Why are you leaving your current job? isn’t a trick question. Hiring teams ask this to gain more intel about:

Whether candidates are parting from their previous/current employer on good terms. If you start badmouthing your boss or disparaging your last company, your potential employer may think you’re just an unprofessional complainer. 

How candidates measure job satisfaction, engagement, and professional growth. If you weren’t getting these out of your last role, will you be able to in this potential position?

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Your career goals. Hearing about where you’ve been and where you want to go in your career can help hiring teams determine if the role is the right fit for your needs. They don’t want to hire you only for you to leave a month later because the position didn’t match up. 

Whether you’re a loyal team player, or if you run at the first sign of conflict. Organizations want to know that you’ll try everything before quitting and leaving your team high and dry.

So when you really boil it all down, a good reason for leaving opens the door for you to gush about your incredible work ethic, expanding skillset, and long-term career goals. And candidates who can explain these are almost always snatched up fast.

6 Good Reasons for Leaving a Job and How to Prepare to Get a New One

Up next, we’ll outline each good reason for leaving a job, then share a few ideas for how to best explain or reframe them to an interviewer or hiring manager.

Remember, always keep your answers brief. Your reason and explanation don’t have to be any longer than one or two sentences, so resist the urge to dive into all the details.

Instead, focus on these when preparing your answer:

  • What each position/employer taught you
  • What you enjoyed about your previous employer/position 
  • Why the reason is influencing what you’re looking for in a new role
  • Why you’re the best candidate for the job
  • Why you’re excited to transition to this new employer/position 

So with these points in mind, let’s talk good reasons for leaving a job:

1. Company Downturn, Acquisition/Merger, Corporate Restructuring 

When your current employer’s going through a rough patch, the stress and uncertainty surrounding your department or position can feel overwhelming. 

Mergers and acquisitions, corporate restructuring, sweeping layoffs, lost clients, and things of this nature are completely out of your control.

So it only makes sense for you to reassess your place within the organization and where you’d like to be in your career. If that leads you to a new position or employer, that’s just the way the cookie crumbles.

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To reframe this reason, explain that the company is heading in a different direction than where you see yourself in the next six months, year, or five years.

You can share information about how your job duties evolved and what you enjoyed about them. You can also show off your problem-solving skills by discussing what you did to combat staff shortages, retain clients, and boost morale.

Finish by speaking about why this new company and position make a better fit for you and your long-term goals.

2. Lack of Career Advancement and Growth Opportunities 

Passed over for a promotion one too many times? Hit the growth ceiling in your position? Leaving your employer may be the only way to advance in your career.

To reframe this as a positive, show potential employers that you’re ready and looking for a new challenge.

Explain how you’ve mastered the requirements of your current position and are ready to take on more responsibilities this new role offers.

For example, you could discuss how this new position may provide the opportunity to work on your design skills, whereas your previous/current role was locked into SEO.

You want your potential employer to see that you’re constantly developing your talents and seeking new areas to improve as you grow professionally. Show them tangible reasons why this new position is better matched to your long-term career goals and aspirations.

Candidates who highlight a desire to grow within a company provide extra value to organizations. The more diverse skills they learn, the more of an asset they become.

PS: Before you use this reason to quit, follow the tips in this guide on How To Get Promoted at Work and Know Your Value.

3. You’re Seeking a Career Change to a New Industry

If the opportunities to explore a different career path or go back to school don’t exist within your organization, you may need to leave your current employer to focus on your long-term professional journey.

Learning to hold yourself accountable for your career goals starts now. If you’ve thoroughly researched this new area or profession and see yourself thriving there, go for it!

To reframe this reason, talk about how the position you want would give you the chance to develop new skills, complete digital marketing courses and certifications, or pursue higher education.

After all, you may currently lack the experience the role requires. But if you demonstrate drive, self-discipline, and a high degree of commitment, an employer may take a chance on you.

If there’s room for growth within the organization, make sure your interviewer knows you’re dedicated and keen to climb the ladder as you refine your new skillset. 

4. You Want To Work From Home or Work Flexible Hours

Did your company switch to remote work during the COVID-19 pandemic? If you experienced this way of working, it might be challenging to return to the office.  

After all, you probably loved working flexible hours and sticking to your own personal schedule. Your increased productivity may have boosted your work-life balance. And remote work probably saved you a bit of cash on commuting expenses, work attire, lunches, etc.

So if you’re in this boat, first learn how to ask your boss to work from home. If you follow those tips and still receive a no, you’ll have the green light to start looking for a remote position.

In this case, there’s really no need to reframe your reason for leaving your current employer if you apply for telework. Hiring teams already know candidates are applying for a remote position specifically because they enjoy the flexibility, autonomy, productivity, and other perks of working from home.

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However, you may need to prove you can handle a fully remote job.

Remote candidates could have years of virtual work experience under their belts. And to compete with them, you’ll need to explain how you prioritized your workload, communicated and collaborated with your team, and thrived when you were working from home.

5. You’re Seeking Better Compensation and Benefits

Many employees are resigning because their salaries haven’t risen as much as their costs of living. If you recently had a child, bought a house, or started taking care of a loved one, your annual raise (if you’re eligible for one) may not be enough to cover your new expenses. 

On the bright side, a position at a different company may give you the best chance of increasing your salary (sometimes by up to 20%!). 

You may also want to look for more inclusive health benefits, unlimited vacation days, or other employee perks (such as a gym membership or childcare stipend) that more progressive companies are offering to lure and retain star employees. 

No one can judge you for these two reasons for leaving.

However, you don’t want hiring teams to think you’re only interested in their role because of the money or benefits. So it’s probably not the best idea to lead with these reasons for leaving.

If you’re in a sales or digital marketing position, for example, you could say that you’re motivated by exceeding your goals. The chance of earning a bonus or higher salary not only excites you, but compels you to go above and beyond what’s expected.

Before you leave a job for this reason, check out these tips for negotiating a higher salary next!

6. You’re No Longer Aligned with the Company Culture, Mission, or Leadership

The best employees believe in their employer’s values and strive hard to embody its company culture. So if you find that you’re no longer in tune with management or their mission/practices, you may feel as if you don’t belong or stop working to your potential.

There’s no reason to explain to hiring teams how you tried (unsuccessfully) to deal with a passive-aggressive coworker constructively. They also don’t need to know that you disliked the new manager the company promoted. 

But you should get across how much believing in company fit matters to you.

The Top 10 Best Entry Level Digital Marketing Jobs in 2021

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Are you trying to find the best entry level digital marketing jobs in Canada?

Or maybe you know you want to work in online marketing, but you’re not sure which specific area suits your skills and personality best.

Have no fear, because today’s guide will give you a roadmap to success!

We’re sharing the best entry level digital marketing jobs of 2021, along with a description of what each role is like, so you can discover the one that’s right for you.

You’ll also find links to job postings in some of these positions to give you a better idea of what employers are looking for in the perfect candidate.

The Top 10 Best Entry Level Digital Marketing Jobs in 2021

Check out these 10 entry level digital marketing job descriptions to narrow down your search and find the role you’ll thrive in:

1. Social Media Specialist

Be honest: do you find yourself on social media more often than not?

This isn’t necessarily a bad thing when it comes to online marketing! As it turns out, you can actually use your love of social media to your advantage.

In the role of social media specialist, you’ll be responsible for building out a company’s social media presence and growing its list of followers.

You’ll also be responsible for creating a content calendar to organize when each social post will launch. Then you’ll help drive followers to your company’s website through compelling posts with strong calls-to-action.

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You’ll also work with other team members in marketing to distribute their content across all their social media channels.

So you may be able to take all that time spent learning the ins and outs of social media and turn it into a job that you enjoy and pays well.

Psst! Learn what to look for when applying for social media jobs here!

2. Community Manager

A community manager overlaps some job responsibilities of a social media specialist, but it also has its own additional tasks that fall under the job description.

For example, on top of developing an editorial calendar and sharing social posts, a community manager is also responsible for engaging a company’s followers.

This means you’ll have to respond to any comments or questions left on your company’s posts. You’ll also work hard to spark conversations and make people feel as if they’re part of your community as you build it.

3. Content Writer

As the name suggests, content writers are responsible for creating written content for companies.

This can include writing blog articles, social media posts, website page content, newsletter and email messages, and even product descriptions.

If you’re someone who enjoys writing, this role could be a perfect fit for you.

4. Content Marketer

If you don’t want to write all day, but you enjoy doing that some of the time, a content marketer position could be a better fit.

In addition to writing, content marketers also manage a company’s overall content strategy.

This might include overseeing the social media and blog post editorial calendars and creating lead-generating campaigns.

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You might even have to manage some of the marketing team, including graphic designers, content writers, and social media specialists.

So this role may require solid leadership and teamwork skills.

5. Digital Marketing Specialist or Strategist

A digital marketing specialist and content marketer seem like similar roles, but there are some key differences.

While a content marketer is more focused on the content, digital marketers are all about the overall marketing strategy.

Not only are they responsible for creating campaigns and managing them, but they must also dive into the analytics and performance reports to see how their efforts can be improved upon.

This might include analyzing and boosting page views, click-through rates, email open rates, and other key performance indicators (KPIs).

So you can think of a digital marketing strategist as someone who optimizes marketing campaigns to improve their performance.

6. Digital Marketing Coordinator

The digital marketing coordinator role is less about optimizing campaigns or even writing them and more about organization and coordination.

So, in this position, you’ll be responsible for planning, executing, and managing all the different moving pieces in marketing to ensure everything runs smoothly and on schedule.

You may also be responsible for managing other team members’ workloads.

You’ll have to communicate the game plan to keep everyone on the same page. Then you’ll need to pay attention to whether they’re accomplishing their tasks or spreading themselves too thin.

7. SEO Specialist

Search engine optimization (SEO) specialists are focused on improving search rankings, so their company comes up first or close to the top of the page in search results.

To do this, you’ll be responsible for finding keywords to target based on market research. You also must ensure that the content on your company’s website is optimized for those keyword targets.

Then, you’ll monitor performance to see what you can improve to rank your company’s content as high up on the search results page as possible.

8. PPC Specialist

Pay-per-click (PPC) specialists are laser-focused on creating ad campaigns on Google and social media sites like Facebook, Instagram, and LinkedIn.

You’ll likely be tasked with setting up and managing the ad campaigns, identifying keywords to target, creating the ads themselves, and overseeing the budget.

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Then, once you launch your ad campaign, you’ll monitor KPIs and make necessary tweaks to improve performance and reduce ad costs.

9. Growth Marketing Assistant

Growth marketing managers are all about helping companies quickly earn more revenue and catapult their expansion. An assistant, or the entry level position, helps support this goal and their efforts.

So you may be responsible for:

  • Collaborating with the team to keep the company’s growth on track

  • Supporting initiatives that drive sales and upsells

  • Handling marketing campaigns to ensure they’re generating sales

  • Managing lead generation programs

  • … and more!

You’ll then report your efforts to the Growth Manager, so they can see what needs to be adjusted. Then you’ll tackle their ideas to do so and report back.

10. Affiliate/Partnership Manager

If you work as an affiliate or partnership manager, you’ll be responsible for finding great people or brands to partner up with to promote your company’s product or service.

For example, if your company sells protein bars, you’ll try to work with fitness influencers, gyms, food bloggers, etc. You’ll send them free protein bar samples, and they’ll share their experience with their followers to expand your company’s reach.

Besides sourcing partnerships, you’ll also coordinate contracts and ensure that the affiliates follow your brand’s guidelines and represent it well.

You’ll keep doing this week after week to boost awareness of your company and drive sales through smart collaborations.

Final Thoughts on These Entry Level Digital Marketing Jobs

After reading the descriptions and core responsibilities for these 10 entry level digital marketing jobs, we hope you have a better idea of which ones might suit your personality and skill level best.

From here, you can work on applying to jobs in those specific categories.

Spruce up your resume to make sure you hit all the qualifications employers are looking for. You may even want to consider signing up for one of the best digital marketing courses and certifications to really stand out!

One last thing to note: Just because these jobs are technically “entry level” doesn’t mean they’re not worth your time.

They can serve as the perfect foundation to set you up for a long and successful career in digital marketing. So give one of these jobs we’ve listed today a shot, and see how far it takes you!

9 Design Skills You Need Before Looking For a Career in Design

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What are the top design skills employers are looking for?

Starting — or even considering starting — a career in design can be exciting and thrilling.

After all, working in this field allows you to use your creative juices every day (and get paid for it!). Building different campaigns throughout the year and partnering with different clients also means no two days are ever exactly the same, which is a refreshing change from a boring desk gig.

However, those kinds of perks mean jobs in design are incredibly competitive.

With so many people drawn to careers in graphic design, product design, UI/UX, web design, and more, you need to be at the top of your game to land your dream role.

And that requires having the right design skills under your belt.

So in this guide, we’ll run through the most in-demand skills hiring teams, recruiters, and the top employers are hoping to find on your resume.

If you have these design skills, you’ll be a step ahead of your competitors. And if you’re lacking a few, you can start working on them ASAP.

9 Design Skills You Need Before Looking For a Career in Design

These nine design skills are essential for anyone hoping to break into this field:

1. Technical Design Skills

Technical design skills refer to understanding basic design principles, such as balance, composition, contrast, etc. They also include knowing how to use modern design tools and software like Adobe Photoshop and Illustrator. 

Having an understanding of fonts and typesetting will also ensure that the messages in your designs are easily read and not ignored.

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Many companies look for candidates with a degree in art or design, which proves they’ve mastered these skills and can hit the ground running once hired. 

However, top companies like Apple and Google are doing away with college degree requirements. With the rise of online classes and YouTube tutorials, anyone can teach themselves these in-demand skills and excel in this field.

So as long as your designs are up to par, your potential boss won’t mind where you got your design skills from. But you do need these critical building blocks on your resume.

2. An Artistic Eye for Design

Even though having technical design skills is a must, you won’t get far if you don’t have an intrinsic eye for what looks good.

A quote from Pablo Picasso goes, “Learn the rules like a pro, so you can break them like an artist.”

Someone with an artistic eye knows what works well together visually, easily identifies what looks off, and creates visuals that convey a powerful message — even if they break a few classic design rules.

So while you may not have an experienced eye for design just yet, you can hone in on this skill and develop it over time. 

Start with the foundations of design and then branch out into modern and experimental takes on these. 

Take a stroll through your local art museum or browse award-winning designs online. Keep a journal (or online collection) of designs you both admire and dislike. Think about what works/doesn’t work to refine your aesthetic. 

3. Plenty of Creativity

Creativity is all about using your design skills and artistic eye to come up with ideas for your client or employer out of thin air.

You may receive a single goal, theme, or jumping-off point to begin your process, or your boss may have minimal input and leave the direction entirely up to you. 

Then you’ll need to brainstorm ways to bring your ideas to life, either solo or during team meetings. You may need to present your thoughts or bounce dozens of ideas off your coworkers to develop the best route to take.

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You always need to be one step ahead of your competition by incorporating trends and creating new ones.

Many people don’t have this type of creative brainpower day in and day out, which is why it’s one of the most in-demand design skills. 

4. The Ability to Design on Demand

On top of thinking creatively quickly, you’ll also need to feel comfortable designing on demand.

Most design jobs won’t give you months to work on or tweak your creations until you think they’re perfect. You’ll need to get used to delivering high-quality work despite super fast turnaround times.

You’ll also find that changes and edits happen often, requiring you to switch gears with new design iterations or completely redesign something you loved.

So if you’re not comfortable designing on demand, a career in this field might not be a good fit. In this case, your design skills may be better used as a relaxing hobby or creative outlet.

5. Strong Communication Skills

You might not consider communication a must-have design skill, but you must effectively communicate to produce designs everyone loves.

First, you have to be a great listener. When your boss or client explains what they’re looking for in a design, you have to know how to translate those words into visuals.

You’ll also need to learn how to communicate your thoughts and articulate your ideas when you present them to clients, teammates, and higher-ups.

Your team may not have your design skills and background. So when you give them a hypothetical mock-up of what you’re thinking, you may need to convince them or provide an understanding of why you chose that direction for your work.

6. The Ability to Take Feedback and Constructive Criticism

Strong communication skills also play a big part in how well you receive constructive criticism and handle feedback — which is part of any job in design.

Maybe your team doesn’t get your vision. They may want you to scrap everything you’ve worked so hard on to go in a completely different direction. Or maybe your boss loved your ideas, but your client has a few notes and tweaks you’ll need to make. 

You can’t take this feedback personally.

Instead, you must be open to new ideas and willing to edit and adjust your designs to make everyone happy.

If you don’t like hearing criticism of your work or you’re not open to changing your original ideas, a career in design may not be for you. You may be better suited for the life of an independent artist who sells their work as-is.

7. The Ability to Quickly Pivot 

Another design skill that’s often overlooked is the ability to quickly pivot designs or direction at the drop of a hat.

Edits happen all the time, and you’ll need to not only expect them, but run with them when they land on your desk.

After you finish your initial design, for example, your client may have a better idea they want you to try. So you may need to present another option (or several) before they settle on the final concept or product.

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Being able to quickly and willingly pivot calls on your creativity, your ability to listen to feedback, and your design-on-demand skills.

So if you can do all this, you’ll gain a leg up on your competition and be much more attractive to employers.

8. Organizational and Time Management Skills

Finally, people in design roles must be able to manage themselves and their workloads if they’re ever going to succeed.

While you’ll have some flexibility in the role, you’ll likely find quick deadlines to be the norm. So you’ll need to learn how to keep yourself on track and prioritize tasks.

You also need to be able to keep your work organized as you go through multiple design iterations and revisions. Losing track of where you’re at will only slow you and your team down. 

The good news is that science shows creative people are also the most productive. So if you’re organized and have exceptional time management skills, hiring teams will snatch you up in a second.

Final Thoughts On The Top Design Skills

Having a career in design can be both fun and rewarding. But you need to have these nine key design skills under your belt to get there.

Checking off as many design skills as possible ensures that you attract the right attention from employers, recruiters, and hiring managers. 

Your resume, online design portfolio, and solid interview skills will then help you land a fantastic job in design you can thrive and excel in.

If you’re missing any of these design skills, spend some time building and sharpening them now, so you can snag the perfect design job when you see it.

We know you can do it!

How To Get Promoted At Work and Know Your Value

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Do you have a game plan for how to get promoted at work? 

You have to be crushing your job duties, for starters. And you have to catch the attention of higher-ups in charge of pushing candidates up the ladder.

So how do you get on their radar and prove you’re a stellar candidate for a new role, title, or position? And what do you do if you’re not getting promoted at work, despite all your hard work?

We’ll cover all these challenges and more in today’s guide. Follow our tips, and you’ll find yourself on the path of upwards success in no time.

How To Get Promoted At Work: 5 Tips To Get Noticed and Prove Your Value

You won’t find advice for how to get promoted at work that forces you to sacrifice a healthy work-life balance here. And we’re not going to tell you to grab your boss’s coffee every day either.

Instead, the following tips will help you become the best version of your professional self. So you’ll either become a prime candidate for a promotion or a leading contender for a new role elsewhere.

You can’t go wrong if you:

1. Clear and Plan Your Career Trajectory with Your Boss

Ideally, it’s best to outline your career path when you first onboard with a new company. Once you learn what’s expected of you in your current role, you can ask what will be required as you move up the hierarchy.

Have no fear if you didn’t get a chance to do this. Just set up a performance meeting with your boss or supervisor now. During this one-on-one:

Tell your boss you’d like to be considered for a promotion, but not like that. If you want to work in a specific position, express this ASAP, especially if it’s in a different department. Otherwise, simply telling your boss you’re ready for a new challenge may be enough. 

Learn what it takes to get a promotion. Find out what you can do to make yourself the best candidate for advancement. Ask your boss for clear guidelines (i.e., a specific certification, more experience, knowledge of using a particular tool, etc.) and how you can exceed expectations.

You can also request feedback about your job performance during this time. See what your boss considers your strengths/weaknesses. Ask how/where/what you can improve. Don’t leave your career up to chance; learn what needs to change to clear your way to the top.

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Create a highlight reel of your job performance. Keep a notebook or online document of all your biggest accomplishments in this position. Track each key performance indicator (KPI) you helped improve. Mark critical milestones you reached. Record anything boast-worthy.

You’ll use these points as leverage to back up why you deserve a promotion. This intel is also helpful when negotiating a higher salary and when you update your resume.

Schedule a follow-up together one, three, or six months later to discuss your performance again. Take your boss’s advice and track your progress as you work on the tasks set before you.

During your meeting, break out the information you gathered for your highlight reel that proves your value. Try to present this with easy-to-understand visuals. A colorful graph summing up all your achievements (i.e., campaign KPIs, sales revenue, etc.) gives your boss something to remember and impresses at the same time.

2. Take Your Career Skills Up a Notch

Earning a promotion means you’ll need to take on more responsibilities and move into a more vital role in your company. To boost your skill set and stand out from the rest of your peers, it pays to level up your skills.

So think about what your team, boss, and company value most. Consider what the team or company needs. Become a guru in any of these areas, and you raise the value of your own stock and help the company’s success too.

There are almost a million professional certifications you can earn (besides a college degree) to further your career development. So sign up for the best online courses and certifications and skill-up in your free time.

Don’t scoff at lateral moves. Also, shadow more. The more transferable skills you pick up on the job, the greater job mastery you display. And versatile employees become indispensable to companies. 

Learning the ins and outs of other departments gives you a more holistic understanding of your company. It also introduces you to other department heads who may want to snatch you up and promote you.

3. Always Be Up for a Challenge

You’ve proven your solid worth ethic. And you’ve mastered all the responsibilities in your current role. Now you’re ready for more. Here’s how to demonstrate that to your leaders:

Be proactive. Do you spot any inefficiencies that bottleneck your team’s progress? See things that drain productivity, add unnecessary costs, or hinder teammates from reaching their goals?

Create a strategy to solve these issues, and you’ll be a hero. You’ll also demonstrate that you’re a self-starter willing to tackle problems others didn’t even know existed.

Solve client problems ASAP. When you step up to prioritize and resolve issues for your clients, you also help your boss and make the company look good. You’ll earn mega bonus points here.

Be the first to speak up in meetings with intelligent questions and suggestions. Don’t be scared to ask questions about a project’s scope of work, the client’s needs, or the best strategy. Be confident in your creative ideas and solutions even if the rest of the team stays silent.

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Jump in as a leader. Accept leadership duties of projects, campaigns, or teams even if you weren’t asked to. Put yourself in a visible position to showcase your knowledge and executive decision-making abilities. 

Request “stretch assignments” that go beyond the scope of your current job title. You’ll have first-hand experience on these trial runs to preview what your work life may look like if you do get promoted. Acing these assignments will prove you’re ready for the tasks and workload a promotion brings.

4. Become Everyone’s Favorite Coworker

Would you rather work with someone happy to be there or someone who’s clearly miserable in their role? Happy coworkers radiate happy vibes to the rest of the team. So be easy to work with and:

Make your boss’s life easier. Take notice of little tasks and menial duties that your boss performs. These waste their valuable time and take them away from higher-level jobs. If you could do one of these occasionally, you’ll be a huge help and encourage your boss to trust you more.

Stay cool and calm under pressure. Letting your emotions get the best of you during a stressful situation shows a lack of professionalism and maturity. Leaders who let calmer heads prevail always inspire a better work environment.

So when obstacles arise, keep your mind open to new ideas rather than getting frazzled. And always stay out of office drama/gossip.

Get in the habit of recognizing your team. Leaders take credit when things go wrong and praise others when they go right. So shout-out your coworkers on Slack, via emails, or during your video calls for jobs well done. Your boss and coworkers will see you as an excellent team player.

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Mentor new team members. Take new hires under your wing and show them the ropes of how your crew collaborates, communicates, and follows internal procedures and corporate protocols. Make them feel welcome and encourage their growth and development (just like a leader would).

Add more fun to team-building. Do you have Slack channels for non-work-related chats with your coworkers? Do you have virtual happy hours or coffee breaks together? What about team retreats? 

Try to be more active in these types of team-building events. And if they’re currently non-existent, see if you can create or organize them in the future. 

Psst! Learn these secrets to improving your relationships with clients, bosses, and head honchos next!

5. Know Your Worth (and Take Your Value Elsewhere)

Finally, if you realize you’re not getting promoted at work despite your effort, it may be time to cut your losses. Not feeling valued is one of the biggest signs you’re ready to quit your job.

So if you’re truly ready to slay bigger giants, don’t stop yourself from looking for more challenging positions that will help you grow in your career and personal development. In fact, sometimes earning a promotion and a salary bump is actually easier when you switch employers. 

The time to hold yourself accountable for your career goals is now.

Create Your Plan For How To Get Promoted At Work Today 

Essentially, getting promoted at work is all about picking up new skills, demonstrating your value, and gaining the attention of higher-ups. So put together an action plan today, follow these tips, and you’ll be well on your way to a new position up the ladder.

If you can’t show your boss why you’re ready for a promotion, don’t hold yourself back from other fantastic opportunities to grow in your career. Get in the habit of checking, a job board specializing in the best marketing, communications, tech, and design jobs in Canada. 

Your future is entirely in your own hands — and we know you got this!


How To Deal With A Passive Aggressive Coworker Constructively

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A passive aggressive coworker is a major drain on your team’s productivity and mood.

Their poor attitude and behavior can create a toxic work environment you dread entering every day. And their negative, snarky comments lower morale, poison the office well, and leave everyone on edge, stressed, and more prone to burnout.

So how do you deal with a passive aggressive coworker constructively? 

Do you ignore it and hope their behavior stops?

In this case, not saying anything may actually come off as condoning their actions, which you definitely don’t want.

To prevent doing or saying something unprofessional you’ll later regret, it helps to understand what may be triggering this type of behavior and how to avoid it. 

So that’s exactly what we’ll shed more light on in today’s guide, starting with:

What is Passive-Aggressive Behavior?

Amy Su, coauthor of Own the Room, told the Harvard Business Review that passive-aggressive behavior is “an unproductive expression of emotions that [a person] can’t share constructively.”

Often, a passive-aggressive coworker will be resistant to their team’s ideas, requests, or actions, but avoid a direct confrontation to explain why. So they’ll give off passive vibes that show their anger, frustration, and displeasure without giving others a chance to work out a better solution.

Common Signs of Passive-Aggressive Behavior At Work

It can be challenging to separate passive-aggressive behavior from someone’s general personality. You can’t change whether someone is just naturally bratty or unprofessional. 

However, you can take steps to turn around passive-aggressive behavior before it has a chance to sour your company culture and damage your work environment.

These are the most common signs of passive-aggressive behavior in the workplace:


  • Saying one thing and then doing another (sometimes behind your back).
  • Undermining others to show superiority.
  • Talking over you or others during meetings, or leaving their mic on when they’re not speaking during video calls to do the same virtually.
  • Constantly making excuses. Rather than taking ownership and facing the consequences of their behavior or actions, they make excuses and find scapegoats, be they other people or external circumstances.
  • Procrastination. Sometimes this is passive-aggressive and other times it may just be someone’s work style. A coworker could be dealing with imposter syndrome, time mismanagement, or feel as if they’re taking on more than their fair share of the workload.

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Some other examples of passive-aggressive behavior at work may also include:

  • Snide remarks and snarky comments
  • Backhanded compliments
  • The Silent Treatment
  • Withholding information
  • Leaving you or others out of meetings
  • Neglecting their share of work
  • Never giving a straight answer
  • Saying “it’s fine” when it’s really not
  • Being dismissive of others’ suggestions

Any one of these actions/behaviors is enough to get your blood boiling. They can also breed hostility and distract everyone from the tasks at hand, lowering the entire team’s ability to deliver.

So What Causes Passive-Aggressive Behavior?

Psychologists have identified a few reasons why someone may become passive-aggressive, such as:

Being unable to communicate about sensitive issues. Sometimes people lack the communication skills necessary to discuss disagreements, especially if they disagree with a team leader or manager. They use passive-aggressive behavior to vent about their negative feelings without technically rocking the boat and speaking up. 

Fear of conflict. Some conflict is necessary in the workplace. It’s why teams brainstorm and bounce ideas around instead of accepting the first suggestion. But some people can’t engage in healthy debate and lack conflict-resolution skills. They fear a discussion escalating into a heated argument, so they just avoid it (but this leads to passive-aggressive behavior, which is actually worse).

Feeling like their ideas or needs are not being heard/considered. When employees don’t feel as if their opinions count or have unmet needs their coworkers or managers ignore, they may take out their general frustration on everyone.

So passive-aggressive behavior may only be the tip of the iceberg, a symptom of a larger issue lurking below the surface. This hostility may be masking feelings of jealousy, anger, disappointment, resentment, and more.

How to Deal with a Passive Aggressive Coworker Constructively

First, don’t ever call out someone for being passive aggressive. This will just blow up in your face and backfire for the entire team.

You don’t want your coworker to feel singled out and attacked. This will put them on the defensive and make them even more angry, frustrated, bitter, etc.

It’s also common for passive-aggressive people to deny that anything’s wrong, then blame you for creating an issue. Experts say using you as a scapegoat helps passive-aggressive people release their pent-up anxiety about whatever the real problem is.

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These five tips will help you deal with a passive aggressive coworker without losing your cool to improve your work relationships:

1. Don’t Take the Behavior Personally

There are several reasons why someone may be acting passive aggressive, like we mentioned earlier. But, chances are, none of them have to do with you. 

So rather than let your coworker get the best of you and ruin your day, take a deep breath. Actually, take several. Go to your happy place and give yourself a quick meditation to calm down your anxiety and anger and refocus. Remember: this isn’t about or directed to you personally.

By taking yourself out of the situation, you can look at what transpired objectively as an observer. Then you may be able to consider underlying issues that may be responsible for your coworker’s latest outburst and proceed in a healthier manner.

2. Be An Active Listener

When a passive-aggressive coworker makes a snide or sarcastic remark, try not to brush it off. Again, sometimes these comments stem from a feeling of not being heard, not having their ideas validated, not having their feelings considered, etc. 

Instead, ask a follow-up question about what they really mean to get to the root of the issue, such as:


  • You made a good point during the meeting. Here’s what I heard you say… 
  • I never considered that angle. Why should we think about a different strategy/goal/etc.?
  • Help me understand the backstory on this… 
  • Let’s talk about the best way to tackle this project from your perspective.
  • That’s true. Have you considered speaking with your [team leader, manager, etc.] about this?


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Now, questions like these will require you to ignore your coworker’s unconstructive delivery and really pay attention to what they’re unable to express (but clearly want to say).

You’ll need a high degree of empathy and emotional intelligence to see the situation from their perspective and get them to open up honestly.

So show them they can trust you and make them feel safe discussing what’s really going on. You may discover they’re actually right about something that would benefit the team, despite not being able to communicate their thoughts or feelings.

Having regular back-and-forths like these may even prevent passive-aggressive behavior from surfacing in the future. 

3. Do This When You Get a Passive-Aggressive Email

Reading a passive-aggressive email is one of the most infuriating work situations. You want to reply in all-caps to get your point across and defend yourself. But you’re smart enough to know that won’t resolve anything.

So try to follow this formula when you get a passive-aggressive email:

Take your time; never reply when you’re angry or raging with emotions. Go back to step 1 and take lots of deep breaths. Find a calm, cool, level-head. Ideally, it’s best to take a walk or talk to someone who makes you smile to distract yourself from losing it. 

Gather the facts when you’re ready to respond. You’ll need to adopt a matter-of-fact tone that’s free of emotion and blame. Make sure you’re all on the same page about the specifics that triggered your coworker’s email.

Try to add specific dates, comments from your project management software, snippets from email threads, sales numbers, analytics and metrics, etc. to address their frustrations and concerns while remaining based in the facts.

Avoid using “you” and switch to “we.” This subtle change depersonalizes the issue so you can get to the heart of the matter. Phrases such as “when we have miscommunication” or “we should find a better way to discuss these issues” are much more disarming than blaming someone for their mistakes.

Write several drafts and keep proofreading your email before sending it. Give yourself time between versions to ensure there’s absolutely nothing emotional or triggering. End it by saying you’d be happy to discuss the situation further to clear up potential issues moving forward.

CC others on your reply. A passive aggressive coworker may be less likely to say something nasty when others on the thread may hold them accountable for their comments. 

4. Build and Reinforce Healthy Communication Norms

Everyone slips into passive-aggressive behavior occasionally. So it helps to create a communication policy that gives everyone a chance to express themselves in a healthy, professional manner.

In a psychologically safe workplace, healthy, constructive discussions and group problem-solving strengthen the entire team’s dynamics.

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So you and your team should agree to use:


  • Honest, direct communication standards. The lines of communication should be respectful, free-flowing, and productive. Set this expectation, and welcome feedback during meetings without repercussion to show you mean it. You can even create an open-door policy (that extends to your email inbox and Slack messages) to give teammates the chance to speak up one-on-one.
  • Anonymous feedback channels. If team members disagree about something, but don’t have the courage to discuss it face-to-face just yet, set up an anonymous avenue for anyone to bring up concerns. Do your best to address these ASAP before passive-aggressive behavior has a chance to surface. 


Once these measures are in place, everyone should feel confident to voice their thoughts and feelings. Then, be sure to hold employees accountable for behavior or actions that go against these policies.

5. Keep Good Records If the Behavior Persists

Some people will always be passive-aggressive jerks. It’s just their nature, and you’ll never be able to change that. But if it starts affecting your work, you may need to take the issue to your team leaders, manager, or HR.

You have every right to be happy and respected in the workplace. Under no circumstances should you have to deal with energy vampires draining your productivity.

So if you’ve tried all the other tips in today’s guide, and you feel like you’re not getting anywhere, make sure to keep detailed records of what you’ve been dealing with. Track specific behaviors, actions, conversations, memos after meetings, etc.

Share these examples with your immediate supervisor before escalating it to your higher-ups. You could also ask your boss to work from home to minimize contact with your coworker and be more productive.

The Takeaway On How To Deal with a Passive Aggressive Coworker

These five tips should help you communicate with a passive aggressive coworker constructively to improve your team’s morale. It can be tricky to get to the heart of their frustrations, but you should have more confidence to go about this like the awesome professional you are.

Remember, don’t take these outbursts personally. Be an active listener and always keep your cool when responding to negative comments or emails. Then, try to reinforce healthy communication practices to prevent passive-aggressive behavior from rearing its ugly head in the future. 

If the situation persists and your higher-ups refuse to address it, you may want to start looking for a new job in a less toxic workplace.

How To Ask Your Boss To Work From Home


The COVID-19 pandemic gave employers and employees a glimpse at what it may be like to work remotely full time. And while some employees fully embraced the work-from-home (WFH) life, others were climbing the walls and couldn’t wait to get back to the office.

As more businesses start returning to “normal” operations, you may be mulling over how to ask your boss to work from home permanently. After all, who wants to deal with a stressful commute, restricting schedule, or distracting coworkers interrupting your flow state?

So if your company hasn’t pitched the idea of flexible work arrangements, it may be time to advocate them for yourself.

Don’t worry; you’re not going to get fired for asking to work remotely, especially when you follow the tips in today’s guide.

How To Ask Your Boss To Work From Home

Follow these 5 tips to boost your chances of getting the green light to work remotely:

1. Brainstorm All The Reasons You Want To Work From Home

Grab a notebook and start brain-dumping all the reasons you’d rather clock in virtually.

Is your grueling commute a major drain on your motivation? Are you more productive during “off” business hours? Do you have to take care of kids or relatives?

List all the reasons the call to work from home is so alluring. Then, circle back to frame these in a way that not only benefits you, but your boss, team, and company. For example:

  • My commute is an hour long, and I could be spending that time productively on the clock from home instead of wasting time in traffic.

  • I have more focus between the hours of X and Y, which is when the office is typically closed. I could be working from home and accomplishing more for the team during that time.

  • Our clients on the west coast frequently call/email when our east coast team is already clocked out. I could attend these meetings from home with a split schedule and give the team a headstart on their to-dos for the following day.

Try not to focus on the perks of working from home that strictly benefit you. Your boss and the company won’t care that you like rolling out of bed and working in your PJs. But they may pay more attention to your request when they hear about how much more productive you’ll be.

2. Think About How Your Working From Home Will Affect Your Team

If you’re the first employee attempting to work remotely, your boss may not want to risk removing you from the well-oiled machine. So you must anticipate and prepare for how this change will affect your coworkers and your team’s daily operations.


Write down concrete answers for:

  • Your ideal work from home hours/days

  • How you’ll track your work hours

  • How you’ll set and manage priorities and expectations from home

  • Whether you can be flexible and still meet in the office as-needed

  • When you’ll be available to your coworkers and how they can reach you during work days (via Slack, email, video calls, etc.)

  • How you’ll attend meetings and collaboration sessions

  • How often you plan to touch base (once daily, AM and PM, weekly calls, etc.)

  • How you plan to supervise from afar (if applicable)

  • How you’ll keep your manager in the loop (and vice versa)

  • Which equipment/remote software/apps you’ll use to get your work done

  • Whether you’ll need a VPN or other security measures to keep your work secure off the company network

  • What happens if you encounter problems at home and can’t work there

  • How you’ll continue to interact socially with your team (i.e., attending happy hours, joining volunteer events, etc.)

  • How you’ll continue to exemplify your company culture

Once you have these details outlined, your boss doesn’t have to do any of the legwork to ensure you’re set up for success. You’ve taken the initiative to prepare a cohesive gameplan, making you appear confident in your ability to work remotely.

3. Gather All Your Supporting Evidence

Your managers may have a hard time trusting that you’ll get your work done away from their watchful eye. So it’s best to gather some hard evidence to back up your case.

If you’ve been working from home, you may have stats to compare your productivity in-house vs. from your home office.

For example, did you finish your coding tasks 25% sooner when you weren’t distracted by your coworkers? Did you land a new client by being available off-hours? Did you increase ROI for your marketing campaigns because you were fully immersed in the data?

Jot down any major wins you noticed when you were WFH to use as supporting evidence for why you can handle this new work style. You can also gather:

  • Performance reviews during your WFH time

  • Glowing emails from happy clients

  • Positive feedback or recommendations from coworkers about your work ethic

If you weren’t keeping track of these, you might need to run a little test to snag this data. Call out sick during the week (preferably on a day that’s not too hectic) and work remotely. Keep track of your time working, answer all the emails/messages your team sends, and do all your regular tasks as if you were already a remote employee.


Take notes of all that you accomplished and whether you could have done as much in-house. At the very least, clue your boss into your emails/messages/project updates so they can see you’re being productive even though you’re technically “out sick.”

In the end, your performance should speak for itself.

So if you routinely hand in work late, never respond to Slack messages, or need your coworkers to make excuses to clients about your mistakes, convincing your boss to let you leave the confines of your cubicle may be an uphill battle.

However, if your performance reviews show you’re a natural self-starter, never late on deadlines and deliverables, and communicate effectively even when you’re out of the office, they’ll have more trust in your ability to work from home.

4. Arrange An In-Person Meeting To Pop The Question

You could certainly send an email to your boss with your WFH request and all the evidence proving it’s a wise idea. But it’s better to go the extra mile and schedule a one-on-one meeting to discuss all the ins and outs face-to-face.

Let your boss know you’d like to have a conversation about improving your work environment and increasing your productivity. Give them your available times to chat and sign off by saying you’re looking forward to your discussion.

When you get a meeting time on the schedule, it’s best to create an agenda for how you’d like the conversation to go. This will help you stay on track and show you’re laser-focused on your intentions.

Your meeting agenda may look something like:

Opening statement: I’d like to work remotely to give my full attention to my responsibilities and dive into deep work during my most productive hours of the day.

Go back to the reasons you outlined in step 1 to come up with your own statement that reflects why it’s in your company’s best interest to let you work from home.

Evidence sharing: Over the past X months I’ve been working remotely, I’ve been able to take early morning career development classes, increased sales by X%, and came up with X creative strategies to improve ROI for my campaigns. I attribute these achievements to a flexible schedule, lack of wasted hours commuting, and greater focus from home.

Here’s where you’ll want to share all the evidence you gathered in step 3. Whip out the metrics you recorded to prove your higher productivity levels, happier clients, key performance indicators (KPIs), error-free work, etc.


WFH goals and gameplan: If you allow me to work from home, I plan to exceed my [sales, coding, marketing, etc.] goals by X% this quarter, onboard X new clients, tackle X new projects, etc. In my proposed Work From Home Plan, I outlined [go through all the strategies you considered during step 2].

Once you walk your boss through your plan, they’ll see that you’ve thought of everything for them. Stress that you believe you can perform at a much higher level from home, which will benefit your team and the company.

Suggest a trial run: If you’d like to test this strategy before committing to a permanent work from home arrangement, we can track my performance for one [week, month, quarter] and regroup to discuss what may need tweaking. There’s no pressure to continue if it’s not in the team’s/company’s best interest.

If your boss is one of those I have to see it to believe types, they may not give you the green light until they see you’re a productive remote employee firsthand. A trial run gives you the chance to iron out the kinks in your plan and prove it’s beneficial for everyone involved.

Ask for an evaluation of your performance during that time. And make sure to keep meticulous records about everything you accomplished.

Closing: Are there any questions I can answer for you or concerns I haven’t addressed?

Give your boss time to soak in all the details of your proposal, and reassure them that they don’t need to make a decision immediately. Chances are, they weren’t expecting your request and may need time to consider all the potential pros and cons.

5. Prepare For Pushback

Even if you have a solid, convincing argument for why you should be allowed to work from home, you should also anticipate negative responses. Prepare to answer these ahead of time, and your manager will see that you’ve thought through every possible objection.

The most common negative reactions include:

  • No one else is working remotely; why should you?

  • How will I know you’ll be available?

  • What if I need something handled urgently?

  • How will I know you’re actually working?

  • What if everyone wants to work remotely after you start doing so?

Your remote work plan should outline answers to all these, so go back and explain them in greater detail if they failed to land the first time.

And if others want to join your remote work experiment, tell your boss you can be the guinea pig to prove it either works or doesn’t. Show them why remote work is a perk to keep employees happy and productive, or attract other candidates to the company, making it worth the trial run.

Still a No-Go? Consider Looking For a New Remote Position

Many companies saw the benefit of allowing their teams to work from home during the COVID-19 pandemic, and they’ve continued this trend. If your boss doesn’t let you work remotely, there are tons of 100% remote positions you may want to chase instead. is a job board that specializes in the best marketing, communications, tech, and design jobs in Canada. And many of these fantastic positions are remote!

So if you’re jazzed about the idea of never stepping into an office again, don’t hold yourself back from realizing this goal. Find your next dream job now!


What to Look For When Applying for Social Media Jobs

[Photo by Jopwell from Pexels]

If you’re looking for social media jobs, you may be surprised to learn just how many different roles fall under this category.

From managing content calendars to working with paid ads, social media jobs cover many different skills, backgrounds, and career goals. 

So how do you know which ones you’ll be perfect for? 

You could apply to any and all jobs in this category, though that will certainly eat up a large chunk of your time, energy, and resources. Or you could work smarter by narrowing down the right roles from those that may not be the best fit.

If this process sounds too overwhelming, don’t worry. We got you.

Just run through this quick checklist of things to look for before you submit an application, and you’ll save time and laser-focus your job search simultaneously.

6 Things to Look for When Applying for Social Media Jobs

The goal of every social media job ad is to get a ton of applicants excited and interested in the position. Then hiring teams can pick a handful of candidates to interview before selecting the perfect fit.

However, you’ll need to break out your fine-toothed comb to scope out whether each position is really the best fit for your experience, personality, and career goals.

Here’s our six-step process for acing this challenge:

1. Check Out the Social Media Tasks You’d Be Responsible For

Social media jobs include a wide range of responsibilities. That’s why it’s important to look past the job title and beeline straight to the job expectations. 

If you can’t handle or want to deal with the day-to-day requirements, it’s best to know sooner than later.

So would you be managing a company’s social media channels? Planning the content calendar and deciding when posts go live? Running social media paid ads?

Or would you be responsible for creating the content itself while you work under a Social Media Director?

You can see why it’s crucial to look closely and carefully at the job responsibilities, especially since they can vary so much.

As this social media job ad shows, sometimes you’ll be required to do all these tasks (and more!):

Here’s a general idea of the most common social media responsibilities you may find on a job ad:

  1. Content creation
  2. Scheduling and management of posts
  3. Paid advertising
  4. Campaign strategies
  5. Analytics
  6. Promotion

Make a list of all the tasks you have experience with, those you’d like to learn more about, and those you really don’t want to perform day in and day out. This will give you a better idea of which social media jobs you can cross off your list or pursue.

2. See Which Platforms You’ll Be Expected to Know and Use

It’s smart to check out all the social media platforms each company uses. Some companies may favor Twitter and Facebook, while others route most of their spending to Instagram, TikTok, or Snapchat.

You’ll not only want to be familiar with each platform the company uses, but know the best practices for how to optimize your efforts. After all, you’ll likely be responsible for growing these audiences and engaging with them.

It’s typical for a social media job ad to list each platform the company favors. However, it’s still a good idea to check their current social media presence anyway (more on this next!).

So add all the social media platforms you enjoy using and have success optimizing to your notes. Then see which job ads match your preferences and experience.

3. Scope Out Their Current Social Media Presence

Take a look at the company’s social media channels to determine what they’re doing right and what they could be doing better.

Do they need to post more often? Grow their follower list? Engage in a more meaningful way? 

What about the voice and tone of their posts? Is it authoritative and educational or topical and funny?

What types of content do they most often post? Blog articles, trending news stories, gifs and videos?

You’ll need to consider all of these points and see if this is something you can handle doing more of or upgrading to improve their outreach.

So jot down some notes on what you find and use these points in your cover letter and interview. The company will be impressed that you took the time to do so, and they may be more open to hearing your great ideas and feedback.

4. Look at the Skills and Experience You’ll Need to Do the Job Right

Once you know more about the role’s responsibilities and the platforms you’ll be working on, you’ll want to dive deeper into what’s expected within these.

Again, look to the job ad to see if you’ll need to:

  • Plan out a content calendar and schedule posts in advance
  • Come up with engaging content and themes
  • Upload and post content with images, videos, links, etc.
  • Manage internal team members or give direction to remote teams
  • Respond to comments, send out surveys, or host contests
  • Create a system for content edits and refreshes
  • Solicit guest contributor opportunities 
  • Monetize posts

While some of these tasks require an eye for creative details, others may demand managerial experience, light coding skills, sales, and even marketing.

You’ll need to look for details like these in the job ad to make sure you understand what’s expected of someone in this position.

At this stage, you should also check how many years of experience the company is looking for. You’ll want to make sure your experience and knowledge base matches this. And if it doesn’t line up exactly, you’ll need to go the extra mile to prove you have the skills they’re in need of.

5. Check the Company’s Culture and What They’re About

A company’s culture will have a huge impact on whether you feel included and aligned with the rest of your team for a purpose. 

So take a peek at the company’s “About Us” or “Mission” to make sure it fits with your personality and your career goals.

You should notice these details on the company’s social media job ad, but if not, head over to their website to sleuth out these vital details.

If these are too formal/ informal for your personality, don’t mesh with your values, or seem inauthentic, this company may not be the right fit despite checking all the other boxes uncovered earlier.

6. Note the Company’s Location and Their Proposed Salary

Finally, look at the details of the job ad that aren’t necessarily highlighted as much as the others, such as location and salary.

Is this company expecting their candidate to work in-house or remote?

If it’s an in-house position, is it close to where you live? If not, can you easily commute? Would you be willing to relocate? What about if they can’t help pay for relocation expenses?

Consider these details before you submit your resume.

Next comes the salary, additional compensation, and employee benefits offered. 

Many companies will leave off a salary completely or propose an ideal salary range in their job ads to create a more inclusive hiring process. If you see one listed, make sure it’s in line with what you’re looking to earn.

Even if it’s not, don’t get discouraged. You can always try to negotiate a higher salary when the time comes.

Don’t forget to consider additional employee perks, such as a gym membership, childcare stipend, stock options, etc., when deciding on a fair compensation range for the position.

Add all these details to your notes, and you may see clear pros and cons to applying for each position sooner. 

Final Thoughts on What to Look for When Applying to Social Media Jobs

While it may be exciting to search for social media jobs, you still need to do your due diligence to make sure the jobs you’re eyeing are the right fit.

A mismatch in company culture, job requirements, or compensation can throw a wrench into the spokes of your goals and career ideals.

So take this checklist along anytime you’re job searching online to ensure promising positions and companies actually match up to what you’re looking for, and you’ll be in excellent shape.

Check out current openings for social media jobs in Canada by visiting this link now!


5 Tips on Negotiating a Higher Digital Marketing Salary

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If you’ve landed on this guide, chances are you’re trying to figure out how to negotiate a higher digital marketing salary before accepting your next job offer, which is a smart move.

Many people find salary negotiations intimidating and overwhelming, but it doesn’t have to be that way.

As long as you do your research, prepare ahead of time, and ask for a realistic figure, you should have no trouble proving you deserve a higher rate.

So that’s exactly what the five tips in this guide will help you do.

5 Tips on Negotiating a Higher Digital Marketing Salary

Follow this roadmap to put yourself in the best possible position to negotiate a higher salary with confidence:

1. Tackle Your Foundational Homework First

Before you can ask for or negotiate a better salary, you’ll need to have all your ducks in a row. 

Though it’s important to be able to sell a potential employer on your expert skills and prove your value, a strong, compelling negotiation strategy is always based on facts.

That means you’ll need to consider the going rates for digital marketing salaries in your area, how your previous role’s salary factors into this new one, and the responsibilities you’ll have in this new position.

Having this intel on hand will back up your reasons for asking for a higher salary figure. It shows you’re not simply throwing out a random number and hoping the company accepts it.

[Image Source]

So, long before you enter the interview phase, make sure you have the answers to these questions thought out and on paper:

  1. What is your current salary? While this won’t necessarily translate to your new role, it can help you start to narrow down a salary range you’re comfortable accepting.
  2. What are the current going rates for digital marketers in your area? Again, this isn’t a guarantee that you’ll make this amount, but it’s helpful to know to help strengthen your case.
  3. What will your responsibilities include for that salary amount? You may not know the exact details of your day-to-day duties until your interview, but you can get a better idea by carefully reading the job ad to see what’s expected of someone in this role.
  4. What do you need to earn to live comfortably and pay your bills? Once again, this is not a guaranteed salary to ask for. However, it can help you gauge whether the salary you’re being offered is one you can actually live on.

Try not to rush through these questions or answer them using guesstimations. Spend the time to do your research here, and it will go a long way to strengthen your case.

When a hiring manager sees that you’ve done your homework, they’ll be more inclined to listen to what you have to say during the negotiation phase of your interview process versus assuming you just picked a random number.

2. Understand the Responsibilities of the Role

As mentioned above, you must know the ins and outs of your new role before committing to a salary figure. 

You can (and should) comb through the job ad for specifics like your responsibilities and whether you’ll be managing others. Then, make it a point to finalize these details in your interview.

Try to ask questions such as:

  1. Can you describe my potential workload on an average day?
  2. What will I be responsible for? Managing a team or just my tasks?
  3. How will I be assessed for performance reviews? How often will those happen?
  4. How many projects will I be responsible for each week? Each month?
  5. What do those projects entail, including the tasks at hand?

Learning factors like the amount of work you’ll be responsible for, whether you’ll be in charge of a team, or face tight deadlines can help you narrow down a salary that feels fair.

So write down as many questions as you need to determine this, and don’t be shy about asking them during your interview.

3. Head Into Your Interview Overprepared

If you want to negotiate a higher salary, it pays to go the extra mile and take preparations for your interview to the next level.

So on top of answering basic interview questions, such as why you’d be a good fit and how your previous experience can help you in this new role, think about how you’ll discuss the value you’ll provide this company.

Do you think you can grow their social media following? Generate more leads? Cut down their marketing expenses?

These are just a few hot buttons for most marketing teams, and they’re the ones you’ll want to consider and expand on first.

To prove you can accomplish these tasks, you should create a digital portfolio of your experience.

This should include tangible examples of how you’ve helped companies in the past and how your experiences prepared you to crush KPIs (key performance indicators) in this new role.

Once hiring teams see your value, they’ll have an easier time justifying a higher salary figure. This evidence will eliminate many unknowns and make them even more eager and excited to have you on their team.

Pro tip: You should bring your digital portfolio to your interview and plan on describing aspects of it during your presentation. 

To avoid the potential for technical glitches, it’s also wise to send over a copy to the hiring manager ahead of time. And you may even want to have a physical copy as a backup, just in case.

4. Do Not Ask About Salary First

Hiring experts say you should never be the first to ask about salary. But sometimes you can’t avoid the question, especially if they ask it first.

So how do you answer the dreaded, What do you currently make, and what were you expecting for this position?

Unfortunately, this puts you on the spot to answer the question before knowing what the position might pay. And you may reply with a number that’s lower than what they planned to offer.

That’s why you’ll need to think strategically here.

[Image Source]

In this case, you can mention what you made before but also add that you’ve considered this position in great detail and feel that a range between $XX and $YY is more appropriate. This could include your current salary, or it could be over that value.

The point is that your previous salary shouldn’t always translate to what you should make in a new role. 

You’ll have a better idea of this number because you’ve taken our first tip to heart and did your research ahead of time, which is why we stressed doing your homework before anything else.

And by giving a salary range, you won’t pigeonhole yourself into one set number that could be above or below what they were thinking.

5. Ask the Right Questions to Negotiate a Higher Salary

If they give you an offer with a salary figure that’s lower than you were expecting or need to make, you can then start negotiating.

You’ll want to ask further questions and use the research you uncovered in tip #1 to bridge the gap between both numbers.

Consider asking questions like:

  1. How did you come up with this salary figure? “Based on my research, it’s a little lower than the going average, so I’d like to understand where you are coming from to get a better gauge.”
  2. What other benefits will come with this salary? Healthcare costs, 401k plans, childcare or wellness stipends, and paid vacations should also be factored in as part of the salary amount.
  3. Can you tell me more about the responsibilities of the role? Maybe there are fewer responsibilities than your previous role, which could justify a lower rate.
  4. Are there performance reviews that could lead to increases in pay or bonuses? Again, this could increase your base salary and should be factored in. So, taking that straight salary figure at face value may not be advisable until you know these important details.
  5. What do you need from me to show that the salary I’m requesting is warranted? Maybe you need to prove your value a bit more, acquire a specific certification, etc. before they can sign off on the higher pay. It doesn’t hurt to ask this.

From there, let the hiring manager know that you’ve done your homework and you were looking for a figure closer to [state the exact amount]. At this time, you can get specific about what you’re hoping to make, and they can go back to their team to see if they can afford it.

By this point, you’ve given them a comprehensive understanding of the type of experience you bring to the table. And you have the research to back up the salary figure you’re requesting.

With everything done to prove your case, you just have to wait and see if they can find it in their budget to pay you more. And, if they can’t, it’s up to you to decide if the position is worth it.

You may be able to take a lower salary now with the contingency that you’ll “prove your value” on the job and hopefully negotiate an increase during your first performance review.

Final Thoughts on Negotiating a Higher Digital Marketing Salary

While the thought of negotiating for a higher salary can be overwhelming and intimidating, it doesn’t have to be when you follow the five tips we shared today.

This roadmap ensures your request for a higher digital marketing salary is backed by research and your proven experience, which will be hard for hiring teams to ignore.

In the end, it will be your decision whether you accept the offer, but at least you’ll be in a better position to get the most money out of the role. And if you decide it’s not the right fit, you can start the process again with more negotiating experience and confidence under your belt.

There’s always a fresh batch of digital marketing jobs posted on Fresh Gigs if this one’s not for you. Come see!


Digital Marketing Manager Job Descriptions: What To Expect

[decoding job descriptions 101]

Read between the lines of any digital marketing manager job description, and you’ll find a roadmap straight to an interview.

Candidates often forget that hiring managers and recruiters put a lot of time, effort, and research into writing the perfect job ad. Many of these describe exactly what the hiring team is looking for.

That’s why the best applicants scour each job description and make sure they touch on everything mentioned. They usually get to the next round (an interview), while those who send out a general resume ignoring these clues often never hear back. 

So keep reading, and you’ll have the ultimate cheat sheet to landing a digital marketing manager job in no time.

Digital Marketing Manager Job Descriptions: What You Can Expect and How to Prepare Your Resume

You’ll usually find six key areas in every digital marketing manager job description:

1. The Company’s Introduction

To kick off the job ad, companies will tell you a bit about themselves and why you should consider reading the rest of their job description (and apply to work for them). 

Take note of specifics here, such as whether the company is 100% remote, what the work environment is like, whether it’s an established company or a startup, how they value DE&I, their mission, and more.

You’ll want to show hiring teams you’ll be a perfect fit for their company culture. So if you’re jazzed about growing a startup or volunteer for the same causes, mention these somewhere in your cover letter to build a connection and start things on the right foot.

2. Digital Marketing Manager Job Responsibilities

Most of a digital marketing manager job description focuses on the day-to-day activities of someone in this role. 

A digital marketing manager leads a company’s marketing team to greatness. They’re responsible for creating, implementing, tracking, and optimizing marketing campaigns across all digital channels to boost brand awareness, increase sales, and generate leads.

[digital marketing manager at work]

Make sure your resume demonstrates how you’ve handled each of these responsibilities in your previous roles, and how you plan to tackle them for your potential employer:

Campaign management. From digital marketing campaigns to short-term ad goals, highlight all your experience with SEO/SEM, email marketing, content marketing, social media, PPC, and your other outreach efforts.

Budgeting. Give hiring teams examples of the stellar work you’ve done with both small and large campaign budgets. Use specific dollar amounts to show how you planned out and maximized spend.

Analytics and reporting. How did your growth strategies turn out? A digital marketing manager must know how to track and measure key performance indicators (KPIs) and other key metrics. 

To show you can identify trends and act upon those insights, add concrete stats from your prior digital marketing experience that spotlight your impressive:

  • Conversion rates
  • Cost per conversion (CPC)
  • Lead to close ratio
  • Return on ad spend (ROAS)
  • Cost per acquisition (CPA)
  • Results from A/B and multivariate experiments

You’ll need to prepare accurate reports about your team’s and your campaigns’ overall performance to the digital marketing director and key stakeholders. So proving that you can speak about metrics like these early on may move you straight to the interview pile.

Social media and website content creation. What experience do you have optimizing landing pages or planning out and executing a content calendar? What are your secrets for engaging and informing your target audience so they’re motivated to convert? Describe your best practices and results to lure in resume readers further.

Team management. Managers must train, schedule, and assign work to the marketing team. You’ll then follow up on their results, provide guidance, and offer discipline/praise. The best managers will also inspire their team to take on personal and career development/continuing education opportunities. So give a few examples of how you’ve done this.

3. Digital Marketing Manager Skills

After the job responsibilities, you’ll usually find a section outlining the preferred or required skills the company’s ideal candidate will possess. 

The most in-demand skills for a digital marketing manager include:

  • Creativity. What novel approaches have you taken to drive more traffic and connect and engage with your target audience? How do you anticipate their future needs? What makes your ideas different from your competitor’s approach? Use a bold, modern resume layout to explain these. It will command attention and let you express your unique creativity simultaneously.
  • Project management skills. You’ll be the one steering the ship, so what’s your plan for keeping all your campaigns on track, on time, and in budget? Describe how you use your specific traits during your process.
  • Interpersonal skills. The digital marketing manager must collaborate effectively with teammates to optimize the customer experience together. You must be able to brainstorm, practice active listening, provide support, and empathize with your crew.


[teamwork makes the dream work]

  • Strong communication skills. Do you write and speak clearly, concisely, and respectfully? You’ll need these skills to write persuasive copy, communicate with upper management, and keep your team in the loop. A well-written cover letter and resume will prove this ability. 
  • Desire to keep up with the latest trends in digital marketing and social media best practices. The world of digital marketing is constantly evolving. So how do you stay ahead of your competition? How do you keep up with new tools, platforms, updates, etc.?

Consider adding a section on your resume with a bullet list of all these skills (and more!), so hiring teams can see your best qualities at a glance.

4. Digital Marketing Manager Education, Qualifications, and Certification Requirements

Most hiring teams look for a digital marketing manager with:

  • A Bachelor’s or Master’s degree in marketing, business, or another related field. Employers aren’t necessarily looking for an ivy league diploma; they just want to make sure you have a solid foundation of relevant education.
  • Five to 10 years of marketing experience. While this experience shows you’ve been around the block, don’t let it hold you back if you fall short. If you’ve been crushing it in a marketing role for three years and have fantastic stats to back up your hard work, your proven capabilities may still earn you a callback. 
  • Proficiency in web design and marketing tools. Demonstrate your working knowledge of HTML, CSS, and JavaScript development; website and marketing analytics tools (such as Google Analytics); content management systems; and more.
  • Certifications, which may not be required but are definitely preferred. Consider adding a section on your resume with a bullet list of your certifications from the American Marketing Association (AMA), Google Ads, HubSpot, Facebook Blueprint, Twitter Flight School, and any others you earned during your career (go, you!).

5. Work Hours, Salary, and Benefits

Digital marketing managers typically work full-time hours (40+ hours/week). While some clock-in on-site at the company’s office, others may work remotely from home. Your potential employer may allow a flexible mix of both.

A digital marketing manager salary ranges from $80,000 to $150,000. Where you fall depends on factors like your education level, experience, geographical location, and the employer’s industry/company size.

[employee benefits = icing on the cake]

Job ads usually close with the hard incentive to apply, which generally comes in the form of sweet employee benefits such as tuition/continuing education reimbursement, paid parental leave, unlimited PTO/vacation time, a health and wellness stipend, and other goodies.

6. The Call to Action

As an experienced digital marketer, you know all about CTAs. But you may be surprised to learn that every job ad has one too. 

Here’s where the company provides instructions on how to submit an application and resume for review. Make sure to read this part at least twice to ensure you’re following their instructions by the book. If they ask you to add your favorite emoji to your cover letter, you must abide. 

These little tests are designed to weed out candidates who don’t have an eye for detail or play by the rules. And now you’ll never fall into that trap.

Let’s Check Out a Few Real-World Digital Marketing Manager Job Descriptions 

As you can see, it doesn’t take much to decode a digital marketing manager job description. When you know exactly what hiring teams are looking for in your resume, you can check off as many boxes as possible to position yourself as the best candidate.

To practice decoding job descriptions, check out real-world examples of digital marketing manager job ads on Fresh Gigs now. The more familiar you become with them, the easier it will be to craft an interview-winning resume every time.

Canada’s top employers trust us for their hiring needs, so we’re always posting ads for marketing positions of all levels. 

Show me marketing jobs available now!


4 Tips to Improving Your Digital Marketing Plan

If your digital marketing plan isn’t grabbing as many visitors or converting as many leads as you had hoped, it may be time for an upgrade.

Fortunately, it doesn’t take much to improve a digital marketing plan that may have gone stale. And you’ve come to the right place to learn just how to do so.

Simply follow the four easy tips in today’s guide, and you’ll have a solid game plan to improve your marketing efforts and start snagging higher conversions in no time. 

4 Tips for Improving Your Digital Marketing Plan

When you’re ready to take your digital marketing plan to the next level, these four strategies will help your product or service take off as soon as you implement them:

1. Have a Plan and Update It Often

One of the biggest marketing mistakes you can make is not having a plan in place.

For example, you probably know you should write and post engaging content on your website and social media channels. But if that’s where your “plan” ends, it’s no wonder you’re not seeing the results you want.

So your first step to improving your digital marketing plan is to actually have one in place.

A comprehensive marketing plan should include:

  • What you hope to achieve with your marketing efforts
  • How you plan to accomplish these
  • Detailed information about your target audience
  • Key intel about what your biggest competitors are doing

Rather than setting lofty goals like earning 1 million likes on an Insta post or racking up $1 million in sales this year, aim for SMART goals based on your history. These Specific, Measurable, Achievable, Relevant, and Time-bound goals should be realistic yet challenging to achieve.

Your digital marketing plan will then include all the steps your team will need to take to make your SMART goals happen.

Notice that one aspect of a SMART goal is measurability. It’s crucial that you measure and track your efforts once you implement your plan to see if and how your actions resonate with your target audience.

As you do this, keep this next tip in mind:

2. Dive Into the Data Instead of Making Assumptions

Every time you post something on your website or social channels, you’ll need to check out the analytics to see how it performed.

When you get in the habit of tracking this intel in a spreadsheet, you can start building a database to help you make informed decisions instead of relying on guesstimations.

You and your team can then spend time analyzing what’s working and what’s falling short, so you can keep creating campaigns that visitors and potential customers will love.

While you may have thought your audience adored cat memes and silly gifs, you may want to change up your posts if the data says otherwise.

You won’t know those critical details if you’re not looking into the actual data about your campaign’s performance.

To add to this point, don’t let poor performance deter you from continuing to move forward. Use the data to inspire and lead your next moves rather than allowing it to defeat you.

So if your cat meme didn’t perform as you had hoped, don’t quit on the idea just yet. Maybe the message was off, or the timing led to a poor result. 

By recording all these details in your spreadsheet, you can tweak one item at a time to test whether that moves the engagement needle and go from there.

After making enough informed decisions and necessary changes, you’ll score a positive upswing in your marketing efforts and learn how to better connect with your audience moving forward.

3. Focus on Building and Optimizing Your Funnels

Next, you should take a look at your marketing funnels. 

You do have those set up, right?

Put simply, your marketing funnels, or sales funnels as they’re also known, guide leads on their buyer’s journey so potential customers learn more about your brand and ultimately inch close to making a purchase/conversion.

Most marketers without a plan are also missing this key ingredient.

To avoid this mega blunder, start setting up and optimizing your marketing funnels today. 

Imagine that you’ve never heard about your brand before. Now, go through the buyer’s journey to see what that looks like for customers.

Do leads get to your website via blog posts? Social posts? Both? The more pathways you can create towards your product, the better.

Once there, how do potential customers learn about your product or service? Do they watch a video, read a blog post, or sign up for a free demo?

You have to know how to help leads navigate toward the finish line (i.e., a conversion). Then they’ll be more likely to follow through and convert.

But you must also know what happens on your end of the transaction. After a lead does come your way, is it immediately passed on to your sales team, or does it sit in an email inbox before someone gets to it?

One wrong move here could drag down your whole campaign.

So optimizing your sales funnel is one of the best things you can do to improve your digital marketing efforts.

And, once again, it’s also vital that you track these leads and conversions as they happen. You and your team will be able to gauge what’s working well and what could use more attention or a reroute.

4. Create Better Content on Your Website and Social Media Platforms

As you go through your buyer journey, jot down all the areas that could use improvement.

Whether that’s creating better content for your website or social posts, the goal is to ensure that your target audience keeps inching closer to making a purchase.

It’s also a good idea to keep refreshing your content to prevent it from becoming outdated or stale. So ask your team to brainstorm how they can keep providing value to your leads and customers.

Don’t make your audience wonder or wait for updated content. 

Carve out a content marketing schedule to regularly post engaging content each day, week, or month. Your audience will look forward to your posts and make a place for your brand in their busy lives, which gets you one step closer to creating lifelong customers.

Final Thoughts on Improving Your Digital Marketing Plan

In the end, it’s not difficult to build on and improve your digital marketing plan.

And since you’ve made it to this point in our guide, you now have plenty of solid tips to run with to help you do just that.

The key is to have a plan of SMART goals, track and measure how your team is progressing on them, update your plan as the data comes in, and keep creating content that helps your target audience connect with your brand, product, or service.

From there, you simply rinse and repeat this formula.

Follow this action plan, and your boss will appreciate all your hard work, your team will feel motivated, and you’ll create a steady stream of customers who can’t wait to buy from you. #triplewin

And if you’re looking to seriously upgrade your marketing skills, check out this guide next.