Gary Lineker may have been known for his nice-guy go-along-to-get-along image in the past, but these days he’s more outspoken.

Earlier this year, the BBC pundit shared a retweet calling for Israel to be banned from international football, prompting some to question his ability to present the Euros with impartiality.

This followed a previous incident in March 2023, where Lineker compared the language used by the Tory Government about asylum seekers to 1930s Germany.

Three new press jobs this week

• London Courts Reporter, PA Media, London
• Senior Journalist – Front Page Curation, BBC, London
• On-Screen Journalists – ITV News, ITV Jobs, United Kingdom

It was this original controversy that led to the BBC publishing a report in autumn 2023, outlining guidelines for what high-profile presenters can and cannot say on social media.

The BBC’s rules state: “Taking a public position on an issue of public policy, political or industrial controversy, or any other ‘controversial subject’ is likely to be incompatible with some BBC roles.”

It’s sort-of clear for Lineker and other high-profile presenters now, but what about the rest of us?

Social media scrutiny

While large organisations, like the BBC, do provide personal guidance for social media use for employees, not every company has one. And even if they do have one, it isn’t always available to review before you work there.

And yet, many would-be employers do check candidates’ social media profiles, and there are specialist companies offering social media checks as a professional service too.

With that in mind, here’s what to consider if you’re an active social media user, and thinking of a job change.

Controversial content

One of the first things to address when cleaning up your social media is any controversial content or offensive language. This includes posts containing profanity, discriminatory remarks, or insensitive jokes.

Think of words that may have been commonplace, if a bit edgy, ten years ago, but now you’d never use. Search for these and delete. Even if such content was shared a long time ago or intended as harmless banter, it can reflect poorly on your character.

Take the time to scroll through your old posts and remove anything that could be deemed inappropriate or unprofessional.

Excessive partying

While it’s natural to share moments from your personal life on social media, images or posts depicting excessive alcohol consumption or drug use should be removed.

This doesn’t mean you need to present a completely sanitised version of yourself online. However, it’s wise to err on the side of caution and remove any content of illegal activities, or softer stuff that could be interpreted as irresponsible.

Negative comments

Ever badmouth former employers on social media? Time to delete. Even if you’ve had negative experiences in previous roles, it’s always better to save the gossip for a gab with your friends.

Remove any posts or comments that criticise past employers, work experiences or coworkers, even if they are not named.

Three media jobs this week

• Development Producer, News UK, London
• Concept Artist, Electronic Arts, Guildford
• Affiliates Executive, Dentsu Aegis Network, Manchester

Political bias

Expressing strong political views on social media can be a minefield for press professionals. While it’s important to be engaged and informed about current events, overtly partisan content on your personal channels can potentially limit your job prospects.

As media organisations generally strive for impartiality, they may be wary of hiring candidates who appear to have strong political biases. This is particularly true for roles in news and current affairs, where maintaining objectivity is essential.

Consider removing or privatising posts that express extreme political views or engage in heated political debates. And if you do choose to share political content, aim for a non-reactionary and balanced approach that demonstrates critical thinking.

This doesn’t mean you need to completely avoid political topics. Media employers value candidates who are politically engaged and can articulate complex issues, but the key is to present your views in a thoughtful, nuanced manner that showcases your ability to consider multiple perspectives.

Inconsistent information

As you clean up your social media presence, ensure that the information you present is consistent across all platforms. Discrepancies in your work history, education, or skills can raise red flags for potential employers.

Take the time to review and update your profiles, ensuring dates, job titles, and other key details align with your CV and cover letter. Now you’re ready to go.

Ready to start your job search? Visit the Press Gazette Job Board to see what’s on offer

The post How to make sure you are social media ready for job hunting appeared first on Press Gazette.

“And you never say thank you.”

“That’s what the money is for!”

Mad Men’s The Suitcase may have first-aired fourteen years ago, but the episode spawned some of the show’s most-quoted and memed lines.

In a disagreement about credit for an award-winning ad, Peggy Olsen communicates her frustration at the lack of acknowledgement, and Don Draper snaps back with his now-famous retort.

Three media roles hiring now:

• Projects Editor, Global Water Intelligence, Oxford
• Senior Content Creative/Editor, ITV Jobs, London
• Picture Editor:12 Month FTC, Dentsu Aegis Network, London

While it’s true what Don says – there is no credit on commercials – his management approach wouldn’t wash in a modern company that values employee engagement, and considers emotional salary.

In the fast-paced world of media and advertising, employee engagement and retention have always been important, but as platforms and working models evolve, so too must the industry’s approach to compensation and workplace satisfaction.

What is an emotional salary?

According to Achievers Workforce Institute’s (AWI) 2024 Engagement and Retention report, compensation is the number one reason to job hunt (motivating 28% of those surveyed), and 41% of survey respondents plan on job hunting this year.

But of course, only one company can offer the highest salary.

That’s why the report is so focused on emotional salary, and cites this as a key element of employee engagement and retention.

Emotional salary is the non-monetary compensation that affects an employee’s attitude towards their work, including work-life balance, culture, and career.

This type of compensation includes feelings of fulfilment, acceptance, and validation—all significant benefits that money cannot buy.

And while adequate financial compensation ought to be a given, the survey reveals that 72% of workers would rather work in an environment where they are supported and valued than in one where they are not-so-appreciated but receive 30% more in pay.

Five factors for workplace happiness

Recognition does help build workplace satisfaction, and is especially needed in years when salary increases are minimal or not on the cards at all. Though recognition only placed fourth in a list of reasons to leave your current workplace according to the survey.

After salary at the top of the list, career progression came second in the list of reasons to leave an employer in 2024 (24% of survey respondents), while work flexibility came in third at 23%. However, for those who said they are able to live comfortably and save, flexibility was the number one motivator.

After recognition, it is culture and values fit that matter to employees. It’s not enough to outline a company approach to culture on a website or in onboarding sessions, and consider that box ticked. An organisation must actively live and breathe its values – though according to the AWI survey, 82% of respondents don’t believe their organisation is currently doing this.

Relationships are also cited as important, and these can be improved at all levels, regardless if you’ve manager status or not.

Three more media roles

• Photographer, North News and Pictures Ltd., Newcastle upon Tyne
• Podcast Analyst, BBC, London
• Development Producer, News, UK London

Knowing how a colleague likes their tea, remembering an important detail about their weekend, or just generally being interested in them as a person can go so far – for both parties. Workers who have a close bond with their colleagues are happier in their workplace, and will be 22% less likely to look for work this year.

On the flipside, some 13% of respondents said a sense of belonging was a reason to stay in 2024, while 12% said culture and values fit was an incentive.

For organisations of all sizes, embracing the concept of emotional salary offers a pathway to creating more engaging, satisfying, and happier work environments.

By prioritising culture, career development, work-life balance, and meaningful recognition, media companies can build and retain effective teams that are happier in the workplace. If this doesn’t sound like where you work, it could be time to find somewhere new.

Ready to start your search? Find new roles in UK media updated daily on the Press Gazette Jobs today

The post Emotional salaries: How do media jobs stack up? appeared first on Press Gazette.

Relentless pace and pressure are hallmarks of the media industry, both of which can make it all too easy to slip into an unhealthy cycle of overwork.

Overwork takes many forms. As paid overtime becomes a distant memory for most workers, there is a tacit agreement in many workplaces that the work needs to get done, at any cost.

There is also a lot of self-induced pressure in the media industry; after all it’s your name or face that’s going to be publicly attributed to the work, so going the extra mile feels particularly necessary.

Three media roles hiring now

• Journalism Researcher, BBC, London
• Parliamentary Reporter, PA Media, Paddington
• Client Partner-Entertainment, Spotify, London

Overworking takes its form in starting early, staying late, not taking breaks, and working at home in the evenings and weekends to catch up.

In our remote-enabled present, overwork is more available than ever. Many bosses pretend not to even notice, which is so much easier when you’re not physically in the office, and of course, breaking news doesn’t stick to a 9-5 schedule, so unrealistic deadlines and always-on work cultures persist.

At one extreme is the so-called “996” culture – referring to the expectation of working 9am to 9pm, six days a week – and its effects are very real. Burnout, stress, and deteriorating physical and mental health are the results of falling in line with the idea of the constant grind.

Though the term 966 originally came from Chinese tech culture, where CEOs explicitly encouraged 12-hour work days, six days a week, in most high-stress workplaces the expectations are more invisibly voiced.

How many hours is overwork?

According to the first global analysis on loss of life and health associated with long working hours (released in 2021), the World Health Organization (WHO) and the International Labour Organization (ILO) found that long working hours led to 745,000 deaths from stroke and ischemic heart disease in 2016, a 29% increase since 2000.

It also found that 55 was the magic number. In 2016, 398,000 people died from stroke and 347,000 from heart disease as a result of having worked at least 55 hours a week.

Its findings say working 55 or more hours per week is associated with an estimated 35% higher risk of a stroke, and a 17% higher risk of dying from ischemic heart disease, compared to working 35-40 hours a week.

Groups most affected

It is a particular issue for men, who accounted for 72% of deaths within the analysis parameters.

And though there are many stories of younger workers dying – for example the 23 year-old employee for Chinese e-commerce platform Pinduoduo who collapsed and passed away while making their way home after midnight – middle-aged and older workers should, statistically, be most concerned.

Most of the deaths recorded in the WHO and ILO analysis were among people dying aged 60-79 years, who had worked for 55 hours or more per week between the ages of 45 and 74 years.

And while younger generations may be better versed in boundaries than Gen X and Boomers, a high-intensity attitude to work can still seem essential for young journalists and media professionals keen to get ahead.

Put in the hard yards now, the thinking goes, and the rewards will follow later. But this approach risks sacrificing some of your most fun and sociable years – and potentially your long-term wellbeing – on the altar of overwork.

Productivity and change

There are pragmatic reasons for individuals and organisations to reject hustle culture too.

Beyond the health impacts, numerous studies have highlighted how working excessive hours inflicts diminishing productivity returns. Critical faculties like focus, decision-making and creativity all substantially deteriorate when people are overworked – negating any perceived benefits of grinding away.

Encouragingly, there are signs of growing scepticism toward hyperwork culture, especially among younger professionals.

​​While the pressures of the media industry can feel immense, learning to create healthy boundaries is essential.

Three more media roles

• Production Assistant, Dentsu Aegis Network, London
• Sales Manager – 12 Month FTC, News UK, London
• Senior Reporter, UKTN, London

That might mean becoming more vocally insistent on proper compensation for out-of-hours assignments, or collectively raising concerns over unreasonable workloads with managers, or proposing additional resources to cover increasing responsibilities. Plus, joining a union is always a good shout.

As the industry moves relentlessly, those working within it will always face unique pressures, but these stresses shouldn’t be a rationale for embracing toxic overwork that jeopardises your health.

While occasional late nights are inevitable, being chronically ensnared in a 996 culture should be resisted. Saying no to overwork may be professionally tough in the short-term, but in the long run it’s essential for a happy, sustainable life, inside and outside of the workplace.

Ready to start your search? Find new roles in UK media updated daily on the Press Gazette Jobs today

The post Journalism can be relentless: But overworking could be fatal appeared first on Press Gazette.

Securing a job offer is a lengthy process – it takes the average person 3.8 months to land a job in the UK from the moment they update their CV to receiving and accepting an offer, according to a 2024 survey of over 2,500 job seekers.

From applying via job board ads to email etiquette, there’s plenty of potential for pitfalls along the way. According to another new survey, this time of 1,007 HR professionals, these are the most commonly cited reasons to not hire a candidate.

1. Rudeness

Brits may be associated with a strong sense of politeness and decorum, but often professional wires can be easily crossed when you’re navigating emails, and in-person interactions.

Keep emails concise and polite, avoiding overly casual language or abruptness. Always use appropriately formal salutations and sign-offs, and if you’re uncertain or it’s a particularly important email, ask a tone-conscious friend to proofread it for a second opinion.

Failing to respond promptly to emails or neglecting to acknowledge important messages can at best be seen as disinterested at best, rude at worst.

If you land an interview, avoid interrupting the interviewer and speaking over others on the panel, if you can. Offer a firm handshake, maintain eye contact where possible, and don’t slate the company’s current way of doing things when explaining how you’d do things differently.

After the interview, send up a thank you email saying how you really enjoyed meeting them, that you’re excited about the opportunity, and if they need any further information not to hesitate to get in touch. Personalise this email as much as possible – don’t let ChatGPT write this one.

2. Lateness

This one is basic. Arriving late to an interview reflects poorly on your own organisational skills, but also suggests a lack of enthusiasm about the opportunity.

Build in plenty of buffer time, and arrive at the office 10-15 minutes early. It’s better to be too early and to kill time in a nearby cafe than arrive flustered and full of apologies. You only make a first impression once.

3. Unprofessional dress

Although your ability to do the job should be the only relevant thing, it’s undeniable that appearances matter. Even if the office dress code is casual in practice, it’s best to err on the side of caution and dress more formally for the interview stages.

Invest in a couple of seasonally-appropriate and comfortable interview outfits to ensure your look is as professional as your intentions. And opt for natural fibres where possible for breathability and to avoid heat-based discomfort during challenging interviews and presentations.

4. Lack of knowledge

Do your homework and come prepared to discuss how the company is performing, what its challenges are, what its short and long-term goals are, and note anything you admire about the company in recent months and years.

Show your interest by researching the company’s platforms, products and services in advance. Be informed but keep it positive.

On the morning of the interview, always Google the company and check its website and social media channels; there could be a last-minute talking point that you’ll need to be well-versed in.

Lastly, know how your unique combination of skills and experience can help drive the company forward, and be sure to link these together in the interview.

5. Failure to ask questions

A job interview should not be a one-way grilling. This is your chance to evaluate if the company and role are the right fit for you too – after all, your time and career are very valuable.

Failing to ask thoughtful questions can signal disengagement or a lack of curiosity, two absolute no-nos in the media industry especially.

Ask about the company culture, team or reporting structures, growth opportunities, and any concerns you may have about the role.

Latest jobs from Press Gazette

Ready to flex your refined job application skills? Head to Press Gazette Jobs, where you can browse hundreds of interesting jobs now, like these three.

If you grew up collecting Panini stickers and loved it, this could be the perfect role for you. US sports company Fanatics is seeking a London-based QA Editor to review a wide variety of pre-production text, data and art files for trading card and sticker collections.

The successful candidate will work across multiple brands within its professional Sports and Entertainment licences, collaborating with global prepress, editorial, brand, design, and licensing teams. You’ll need to be a good multitasker, be able to manage multiple projects independently, and have a keen eye for detail. Find out more here.

In Oxfordshire, an independent advertising agency is seeking a Medical Editor to work in a hybrid model. With a rich legacy of providing creative and digital marketing solutions to some of the leading names in the pharma and healthcare industries, this is a newly-created role and the successful candidate will shape the new editorial process in this growing and developing team. You’ll be editing a range of scientific medical content across digital and print, and will be collaborating with medical writers to ensure accuracy, clarity and reliability. Ideally, you’ll have at least a BSc in a relevant subject like pharmacology, medicine or biomedical sciences, and at least three years editing experience within a medical comms agency. Apply here.

Times Media in London is seeking a Business Analyst to work with its development teams to translate product visions into requirements and solutions to enhance the reader experience. As the publisher builds out its interactive capabilities, this is an opportunity to really influence how stories are told. Day-to-day, the successful candidate will conduct in-depth analysis during the discovery phase on prioritised initiatives, which may include working with tech teams on cross-team deliverables. They will then ensure requirements are clearly articulated into well-defined epics and user stories, and facilitate the delivery phase ensuring feedback to the team, and key business stakeholders. View the requirements here.

For many more roles hiring in media, visit Press Gazette Jobs today

The post Five ways to fail in media job interviews appeared first on Press Gazette.

Layoffs feel like they’ve slowed down from a brutal 2023, but new Press Gazette analysis shows how the year really got off on a bad foot.

As reported in our news media job cuts tracker, an estimated 980 media employees were affected by closures and rounds of redundancies in January alone, compared to 8,000 journalism job cuts across the UK, US and Canada last year.

In the UK, Pink News, i-D Magazine, Design Week, GB News, Mail Sport, Vice and AltFi have all seen cuts, and in the latter two cases ceased publishing completely.

Cautious media

While tech and consultancy firms hired rapidly through the pandemic, and have since started to shed bloated teams, this isn’t reflected in media where teams have always been squeezed and hiring remains cautious.

However, losses continue and for those remaining in media companies, there’s still plenty of talk about improving efficiencies and cutting costs, which doesn’t bode well for review time.

Despite fewer staff and heavier workloads, this year’s performance reviews aren’t predicted to leave most employees feeling elated. But with a little leg work, you can at least head in with a clear-eyed view of your performance by making a list of your contributions to the company, and collating honest feedback from colleagues.

According to BambooHR, a HR software system, 38% of employees who got the lowest grade in their reviews previously thought highly of themselves and their performance. This is often because managers are not adept at delivering candid, constructive feedback in the day-to-day of the job.

Feedback follow-up

In a high-stress workplace like a newsroom, sometimes feedback can be very blunt, and yet is forgotten by the time a new workday begins. It can feel too busy to take time out to focus on performance failings, but if feedback really jars, ask for a follow-up meeting to ensure the issue is dealt with fully.

It’s painful and awkward, but ultimately, it’s up to you to position yourself as someone who really takes feedback on board – no matter how brutal, and uses the criticism to develop the right skills.

And yet, a single staffer can only do this much. If your manager is disengaged or the company isn’t flush, and a salary increase is a big priority for you, it could be time to look elsewhere.

Multiple studies show that moving companies is one of the best ways to increase your salary by 10% or more.

Ready to find something new? Head to Press Gazette Jobs, where you can browse hundreds of interesting jobs now, like these three.

US Sports Editor, News UK, London

talkSPORT, the world’s biggest sports radio station, is seeking a US Sports Editor, a new and pivotal role in its team. The successful candidate will manage a team of writers and be responsible for curating and producing high-quality sports content targeted to an American audience. Think American football, basketball, boxing, mixed martial arts and soccer.

Based in its London Bridge office, the role also offers a 5% employer pension contribution, 25 days holidays per year, up to four volunteering days, maternity leave of 18 weeks full basic salary, two weeks paternity leave, private medical insurance, and discounted gym memberships. Find out more here.

Technical Editor – Community Content, DigitalOcean, Remote

If you’re very salary-focused, a pivot into tech could serve you well. The salary range listed for this remote Technical Editor – Community Content role with DigitalOcean is between $75,000 – $90,000, which is stated is for candidates in the U.S. and will vary for candidates outside the territory.

The role involves acting as a partner and coach to writers crafting technical articles covering software development, frontend development, and setting up and configuring software, while building relationships with external authors through its Write for DOnations program and other initiatives.

You’ll need excellent written and verbal English communication skills, formal or informal experience with mentoring or teaching, previous developmental editing experience, and comfort building and maintaining author relationships. As well as basic salary, bonuses and an employee stock purchase program is available. Read more here.

Editor, Fanatics Inc., London

The job spec for this Editor role at Fanatics is refreshingly straightforward. The successful candidate will be responsible for the end-to-end editorial process, working closely with brand, design and opts to create compelling and innovative trading card and sticker products. Central to the role is selecting, assigning and cropping high-quality photographic images for retouching and production, developing text and statistic-based content, and reviewing proofs for accuracy. You’ll need excellent, in-depth knowledge of current and historical professional sports, particularly Bundesliga, UEFA domestic and international competitions, including Champions League, Europa League, EUROS and Nations League, and a basic knowledge of graphic design, photographic principles, and print production. See more here.

For many more roles hiring in media, visit Press Gazette Jobs today

The post Performance reviews may not go your way in 2024: here’s how to prepare appeared first on Press Gazette.

But alongside the proliferation of AI tools, companies of all sizes are availing of technology that helps them filter through job applications to shortlist candidates.

This means that CVs that are not ATS optimised can get lost in the mix, even if those applicants are the best people for the job.

Though the technology is always changing, there’s a number of things you can do to ensure your CV nabs you a first interview.

Tailor each CV

While you’re writing your cover letter, start pulling out keywords from the job spec. These are often verbs like managed, organised, fact-checked, edited and so on.

Ensure the keywords listed in the job description are reflected back in the CV you submit. Your first go at this might take a while.

If you’re struggling, there are a number of CV scanning tools that you can use online to cross reference your attempt with a job spec, and often the first couple of uploads are free.

You can learn a lot from one or two freebies, or you can stump up for a subscription if you’re short on time.

Integrate keywords

A recent study found that 96% of hiring managers are now looking at a candidate’s ability to learn new skills, and 21% have replaced CVs altogether with skills-based assessments.

While adding a ‘Key Skills’ section can make tailoring each application a lot quicker, as you can sub keywords in and out of columns, CVs with keywords scattered throughout the text have a higher chance of being approved by an ATS.

This doesn’t mean you need to bin a skills section; you just can’t rely on it to do all the heavy lifting.

Remove graphics

Many job seekers, particularly in media, want to add some extra oomph to their applications with strong visuals, especially if they are gunning for a creative role.

However, photographs, graphs, tables, boxes, imagery and other design elements may not be read by the ATS, so important details can be missed.

To ace the ATS, stick to a text-based CV and save the creativity for any job interview assignments that come up later in the recruitment process.

Spell out acronyms

Though particular terms might be industry standard and widely known, it’s best to include both long forms and short forms or keywords for their first mention.

So don’t shorten ‘Video on Demand’ to ‘VOD’; include both by putting the acronym in brackets after the long form in the first instance, then for subsequent mentions, you can just use ‘VOD’.

This ensures your CV ticks both boxes for the ATS.

Remember your two audiences

Much like writing SEO copy, it’s easy to forget that you’re writing for humans too. A strong CV balances its two audiences, acing the ATS and appealing to recruiters.

If you’re concerned your CV has become too robotic, ask a trusted friend in the industry to review it. If you’ve gone too far on ATS appeasing, they’ll clock it a mile off, and you can make amends before submitting.

Ready to put your CV to the ATS test? Head to Press Gazette Jobs, where you can browse hundreds of exciting jobs now, like these three.

Media Retail Manager, Dentsu Aegis Network, Manchester

Dentsu Aegis Network in Manchester is seeking a Media Retail Manager to lead a team and ensure all clients’ needs are met and exceeded, through the delivery of best-practice campaigns across key marketplaces like Amazon, Tesco, Asda and more. Clear success metrics are outlined in the job spec, and core accountabilities are also defined. Ideally, you’ll have experience working with Amazon Ads, Criteo or CitrusAd, at least three years’ experience in channel working at tier-one agencies, clients or a retail media specialised agency, and a minimum of one year’s experience in team management, mentoring or coaching. Apply now.

Senior Content Editor, Flo Health, London

Media professionals moving to tech is a well-worn path as many of the skills are transferable, and the salaries can be very tempting. Menstruation tracking app Flo Health is now hiring a Senior Content Editor to bring fresh content ideas and work with a group of pros in content, product, visual, medical and analytics to enhance the users’ daily experience. A background in producing highly engaging and scalable content is required, including a significant portfolio of short-form and social media content that’s gone viral. You’ll need to be an enthusiastic contributor, and be buzzing with ideas for creative content formats and unique angles on core topics. Find out more here.

Account Manager, Media & Entertainment UK, Roku, London

Streaming has transformed how we watch TV, and also how advertisers target, reach and measure their preferred audiences. With this in mind, Roku is hiring for an Account Manager in its Media & Entertainment vertical, supporting the UK ad sales team in every step of the sales cycle, from planning and presale, to launch, execution, reporting and billing. The successful candidate will be the lead day-to-day point of contact for advertisers directly and ad agency relationships for campaign management. You’ll need at least three years’ experience in account management or client services, experience in display and video advertising with a premium publisher, and a growth mindset. Read more here.

For many more roles hiring in media, visit Press Gazette Jobs today

The post Job hunting? Here are 5 CV tips to ensure you pass Applicant Tracking Systems appeared first on Press Gazette.

Fostering a culture of trust and productivity where employees can thrive is the hallmark of a good manager.

However, according to a Chartered Management Institute survey of over 5,500 UK workers, 82% of people who take on management roles have never had any formal management training.

This group is known as “accidental managers” and the difference between the skills and abilities many of these managers don’t have but need is known as the “leadership gap”.

Accidental managers are all too common in media, where limited education budgets are usually reserved for multi-media training and newly-minted managers must figure out the role as they go, often at the expense of their team’s happiness and development.

Though some “accidental managers” do flourish through mentorship, coaching and self-directed learning, or simply by adopting the good practices of their own previous managers, others flounder, and this has a considerable impact on the people they manage.

Effects of lacklustre leadership

In the same survey, one in three people surveyed said they had left a role due to a negative relationship with their manager (31% of managers and 28% of workers), while others said poor leadership caused low motivation, declining job satisfaction, and increased employee turnover.

Some 50% of workers who say they have an ineffective manager are planning to leave the organisation in the next twelve months – before October 2024, compared to just 21% of workers who say they have an effective manager.

Clearly, good management is vital for employee retention. And those with formal management training are far more likely to trust their team, feel at ease spearheading change projects, and be confident confronting bad workplace behaviours.

Looking at the why

So why are unqualified people promoted to management positions? Well, 46% of managers agreed that people were promoted based on internal relationships and profile, rather than their ability and performance.

Physical presence matters too. Of those surveyed, 34% agreed that people who spend more time in the office/onsite are more likely to progress, and this is echoed in a number of surveys conducted around the world too.

Depressingly, three out of ten managers (31%) agreed that people with caring responsibilities were less likely to get promoted.

Ultimately, effective managers – whether accidental or not, make employees feel valued and appreciated, motivate teams to do a good job, help to foster a good company culture, and advocate for high-performers when it comes to compensation and benefits.

If this doesn’t sound like your manager, and a move to another team isn’t on the cards, head to Press Gazette Jobs, where you can browse hundreds of exciting jobs now. Here are three hiring this week.

Assistant Digital Editor, News UK, Glasgow

Join Scotland’s leading news brand and its multi-award-winning website and you’ll be overseeing the day-to-day running of the site, sourcing exclusive stories and delivering breaking news to drive site traffic. This Assistant Digital Editor position means supporting the Digital Editor, overseeing thescottishsun.co.uk homepage, while constantly reviewing and improving the quality of stories by checking for updates, fresh lines and images. You’ll need an instinct for how to “sell” a digital story, an ability to produce arresting headlines, subbing experience, and an understanding of digital media, video and multi-platform. Apply here.

Media Measurement Manager, Dentsu Aegis Network, London

Dentsu is hiring for a Media Measurement Manager to join its Measurement and Effectiveness Team in London. This role involves specialising in incrementality experiments, thus playing a pivotal role in assessing the impact of marketing efforts driving business outcomes. Working closely with cross-functional teams, the successful candidate will develop methodologies, analyse results, and provide actionable insights to inform strategic decision-making. To apply, you’ll need experience in digital media with digital analytics and testing knowledge, strong proficiency in statistical analysis, experimental design, and hypothesis testing, with familiarity of media attribution models and ad-serving platforms. Find out more here.

Start your new year with a new job via the Press Gazette Job Board

The post News media often home to the accidental manager appeared first on Press Gazette.

Working in modern media takes grit. As new platforms disrupt and change the industry with competing content and advertising options, the skills and experience of trained media professionals continues to be devalued.

In an online culture where algorithms boost trend-driven content, originality, depth and impartiality is often lacking, and sameness prevails.

According to a recent Pew Research Center study, about a third of US adults under 30 now regularly get news on TikTok, while 43% of the platform’s users say they get news on the app.

US media’s warning signs

More than 3,000 editors, reporters and journalism industry professionals in America have lost their job in the last twelve months, according to Bloomberg News.

Job losses at Time magazine, BuzzFeed, Forbes and Condé Nast have been well documented, and the fate of Sports Illustrated hangs in the balance.

Meanwhile, US staffing in newspapers is down 62% since 2010, according to the Bureau of Labor Statistics, and steady declines in average circulation, unique visitors and visit duration have all been apparent in recent years.

UK’s media outlook

Similar to US trends, Statista’s Market Insights predicts declining revenues in the UK for both print and digital newspapers and magazines, especially in traditional advertising.

As a result, media workers are experiencing a “Permacrisis” both within the industry and with regard to their career opportunities. Defined in 2022 as The Collins Dictionary’s word of the year, the term embodies the sense of lurching from one unprecedented event to another––media pros often feel this keenly.

Discover opportunities

Clearly, things are changing, but not everything is on a downward trajectory. There’s still plenty of opportunity, if you know where you look.

Media job seekers would do well to sign up to Press Gazette’s daily and weekly newsletters to suss who might be hiring soon – and who definitely won’t be, as well as alerts from the Press Gazette Jobs Board which features media roles you can apply to right now.

Of course, look at traditional media outlets but also think digital, like streaming services and creative tech companies.

Tech organisations need to hire non-technical people at all levels to project manage, market and sell their products. Many of the skills required for these positions are transferable from media careers, and jobs are plentiful, particularly remote roles.

Interested in finding a new gig? Visit the Press Gazette Jobs Board today and see what’s on offer, like these three roles.

Journalist x 3 – Streaming, BBC, London

The BBC’s multidisciplinary Streaming team creates and curates the best of BBC News in video and audio across platforms. As the team grows to a 24/7 remit, it is looking for Journalists to produce content on breaking news and pre-planned events. Working across a variety of daytimes evening and weekend shifts, the successful candidate will have experience working on live programming, will understand newsroom tooling including systems and techniques, will have an appreciation of how audiences consume video and audio, and will be capable of juggling competing demands. Apply here.

Programme & Digital Editor, ITV Jobs, Birmingham

If you’re interested in becoming the editorial driver in one of the busiest news areas in the country, check out this Programme and Digital Editor role with ITV, serving viewers in the East and West Midlands. This key management role requires previous experience and effectiveness as a news producer, and as a manager, excellent knowledge of current affairs, plus a thorough working knowledge of media law, the Ofcom Broadcasting Code and health and safety requirements. A commitment to diversity and inclusion is a must, and ITV is happy to discuss any supports you may need during the application process. Find out more here.

Freelance Showbiz Journalist (Media), BANG Showbiz, London

A worldwide leader in entertainment news, features, videos and photos, BANG Media is seeking a Freelance Journalist to join its London-based team. This role includes news gathering, sourcing stories and pitching ideas, writing and editing news stories and features in the publication’s house style, red carpet reporting, interviewing celebrities, and sourcing imagery. Keeping up to date with trends is a must, and the candidate must be self-motivated and organised. If you’ve a good knowledge of media law, an NCTJ Diploma or journalism/media degree, and impeccable attention to detail, then get your application in. Apply now.

Start your new year with a new job via the Press Gazette Job Board

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South Africa is the latest country to trial the four-day work week, and 92% of companies that participated in the pilot plan to stick with it.

Some 27 companies and 470 employees took part in the six-month, four-day work week trials which ended in August, and was conducted with 4 Day Week Global, an organisation that has previously led pilot programmes in the US, UK, Ireland, Australia and New Zealand.

The pilot was also conducted across industries, with the majority in professional services and IT, followed by marketing, recruitment, finance and others.

While most pilot programmes give Fridays off, for the South African trial, workers were allowed to choose their preferred day off, and fewer than a quarter chose Fridays.

During the trial workers received full salary, and were obliged to produce the same amount of work within the four days.

Participating organisations said employees remained productive and the trial helped attract and retain talent.

Where does this leave the UK?

This time last year, headlines were all about the four-day work week trial conducted in Britain, which was billed as the world’s largest pilot so far.

Sixty one private companies and 2,900 workers took part for six months from June 2022, and again 92% reported they would continue with the four-day work week.

Following the trial 60% of employees said that it was easier to balance work and home life, while 73% reported increased satisfaction with their lives overall, and revenue grew between 1.4% and more than 34%, depending on the company.

How a media company did it

Claire Daniels, CEO of Trio Media in Leeds, participated in the six-month trial and found it chimed well with the business’s word of the year: productivity.

“For any business owner, productivity = profitability and I was keen to find ways that we could become more profitable without increasing our costs,” she said.

“I had heard about the productivity benefits of a four-day week along with other performance-related benefits, and the more I found out about it the more that it seemed like a no-brainer to give it a go.”

At the time, Daniels’ team had nine members, and in the lead-up to the pilot, she joined webinars and workshops to ensure the business was fully prepared.

Her approach was to keep the business open five days by splitting the team in two; half working Monday to Thursday, the other half working Tuesday to Friday.

“Everyone was buddied up on client accounts to make sure there was continuity for our customers.”

Daniels regrets not having a measurement KPI in place for the pilot, as it’s difficult to compare before and after. However, she is enthusiastic about the business benefits that were clearly gained.

“The business’s financial performance during the trial was phenomenal; we performed 36% better than the previous 6 months and 47% better than the previous year. We had record sales months whilst on the trial and I attribute this to having a happier team,” she says.

Employee well-being and mental health also improved, and staff retention at Trio Media is 100%.

UK attitudes to the four-day week

Late last year, civil servants in the Department for Environment, Food and Rural Affairs (Defra) began their campaign for a four-day work week trial for its 21,000 employees, with the backing of the Public and Commercial Services Union (PCS).

If granted, Defra will be the first central government department in the UK to begin such a trial.

Meanwhile, a number of local authorities in the UK have run their own four-day week trials.

From 6 April this year, UK workers will be able to ask for flexible working from day one of employment.

Looking for a new professional challenge in 2024? Check out the Press Gazette Job Board where there’s new roles updated daily, like these three:

Global Media Distribution Sales – Europe & Middle East, NBA, London

The NBA’s international offices host events around the world, create sponsorship opportunities and media packages, develop merchandising strategies with regional licensees, and oversee public and media relations. Its Media Distribution Team is currently hiring talent to lead sales management for selected broadcast and digital media partners in EMEA. The ideal candidate will have a proven track record in media rights sales, as the role will involve full lifecycle contractual negotiations, as well as day-to-day deliverables of agreed deliverables for specific markets and projects. Apply here.

Editor, Daylesford, London

The Bamford Collection is hiring an Editor to work across Daylesford Organic and Daylesford Stays, to bring authentic stories across its brands to life, and to attract and engage its target audience with luxury lifestyle content. The successful candidate will write high-quality and engaging content across formats, ensuring each piece is aligned to each brand’s tone of voice. They’ll also work with an SEO agency on optimising for online, and the PR team on crafting press releases and ideating angles for media. Five years’ plus experience in a content role is preferred, alongside exceptional attention to detail and creative thinking. Find out more here.

Sales & Partnership Manager, ITV Jobs, London

ITV’s Commercial department is hiring a Sales & Partnership Manager for a 12-month fixed-term contract in London, with hybrid and flexible working options available (approx three days is required in the office). The successful candidate will report to the Group Sales & Partnerships Controller and will play a key role in profiling and selling all ITV assets, by managing agency relationships, liaising with relevant Client Marketing teams, and delivering a creative-ideas-led partnerships strategy that drives core and incremental revenue. You’ll need a proven track record in building strong commercial relationships, detailed knowledge of the media planning business, and experience delivering major, multifaceted partnerships initiatives. Find out more here.

Start your new year with a new job via the Press Gazette Job Board

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