A heartfelt look at wellness in the advertising industry and why it matters.
Do agencies really prioritise the wellness of their employees? Entering the advertising industry as a young professional almost a decade ago, I was super excited at becoming part of a crowd that was supercharged with ideas, brimming with creativity and had demonstrated the power to build incredible campaigns that touch the hearts of millions. The thrill of working on a high-stakes campaign under tight deadlines and producing impactful work was all too exciting for me. Nothing else mattered – it was all about getting the job done, even if it meant going on for nights without proper sleep, or not eating enough, or effortlessly blocking out the office politics that never ceased to exist. It wasn’t uncommon to come home to a family who complained about not having any work-life balance – to be honest, it didn’t really matter at the time.
At the same time, I was often surprised at how some of my colleagues almost always seemed burnt out, exhausted and frustrated with their working situation. Almost everyone had the same thing to say – expectations are high, time is short and the payout is little – while the fear of underperforming and meeting even unreasonable timelines has them working beyond their capabilities. Eventually, I started hearing stories of workplaces having unspoken expectations from their people to stay back late regularly, and how they had left certain agencies because they couldn’t handle the pressure and culture anymore.
It made me wonder – if it’s all about work, work, and more work, why are the very people who were so excited to join these big agencies now leaving because the same level of work is expected of them? Beneath the glossy exterior of the working culture in advertising agencies, a challenging question arises: do agencies genuinely prioritise the wellness of their employees, or is it merely a façade?
The Reality of Agency Life
Agency life is synonymous with high-pressure environments, long hours, and relentless client demands. Creative professionals, account managers, and especially design teams are often pushed to their limits, navigating tight deadlines and juggling multiple projects simultaneously. This fast-paced lifestyle may fuel innovation, but it also comes at a cost – employee wellness.
Burnout, anxiety, and physical exhaustion are common in agencies, with many employees silently struggling to meet expectations at the expense of their personal health. A study published in the International Journal of Environmental Research and Public Health highlighted that employees experiencing higher levels of burnout are significantly more likely to face various physical health problems, particularly in high-pressure industries such as advertising.
Despite these challenges, agency leaders often emphasise their commitment to fostering a “work-life balance” or creating a “people-first culture.” But how much of this is true, and how much is simply lip service?
Wellness Programs: Just some Buzzwords?
Over the past few years, several agencies have introduced wellness initiatives aimed at improving employee morale and reducing burnout. From online wellness platform subscriptions to gym memberships and occasional meditation sessions – agencies have taken some commendable steps in the right direction, but many employees still feel they don’t address the root cause of wellness issues within agencies. For instance, organising sports events or away-days may help relieve stress temporarily, but it doesn’t tackle the chronic issue of unrealistic workloads or insufficient staffing. Similarly, while talking about work-life balance is seen as progressive in agencies, these talks lose significance when employees feel they can’t take a day off without being judged or falling behind on deliverables.
The Disconnect Between Policy and Practice
The disconnect between agency leadership and employees often lies in the execution of wellness policies. While leaders may believe they are creating a positive work environment, employees on the ground frequently experience a different reality. For example, some agencies promote flexible work hours but maintain an unspoken expectation that employees must be available around the clock. Others encourage open communication about de-stressing but fail to provide tangible solutions, such as reduced workloads or additional support during peak periods.
Why Wellness Should Be a Priority
Prioritising employee wellness is not just a moral obligation – it is also a business imperative. Various studies conducted all over the world show that healthy, happy employees are more productive, creative, and engaged. On the other hand, a burnt-out workforce can lead to high turnover rates, decreased morale, and subpar work quality.
In an industry where the people are the product, agencies cannot afford to ignore wellness. Employee retention is critical in a competitive market where experienced talent is hard to find and even harder to keep.
What Needs to Change
To truly prioritise wellness, agencies need to go beyond superficial initiatives and address systemic issues. Here are some practical steps agencies can take:
- Realistic Workloads and Sufficient Staffing: Ensure teams are appropriately staffed, and workloads are manageable. Overburdened employees are less productive and more likely to experience burnout.
- Flexible Policies without Compromising Accountability: Flexibility should be genuine and supported by clear policies that protect employees’ right to disconnect after working hours.
- Mental Health Support: Offer access to therapy sessions and create an environment where seeking help is normalised.
- Talk to People: Speak with people, know their problems and even conduct anonymous employee surveys to identify pain points and areas for improvement in the culture.
- Taking Initiative: Leaders should model wellness by setting boundaries and demonstrating that taking time for personal health is not only acceptable but encouraged.
- Recognise and Appreciate People: Acknowledge employees’ hard work regularly to boost morale and reinforce a sense of value within the organization.
A Shared Responsibility
Wellness in agency life is not solely the responsibility of employers. Employees must also advocate for their own health by setting boundaries, communicating their needs, and seeking support when necessary. However, the onus ultimately lies on agencies to create an environment where such actions are possible and encouraged.
The answer to whether wellness in agency life is fact or fiction lies somewhere in between. While many agencies have taken steps to address wellness, there is still a long way to go in bridging the gap between intention and execution. Acknowledging the realities of agency life and making meaningful changes, can enable the creation of agency cultures where wellness is not just a buzzword but a reality.
At the end of the day, the true measure of wellness in agency life isn’t found in policy documents or marketing materials – it’s reflected in the health, happiness, and success of the people who power this relentlessly fast-paced industry.