How to Retain Top Marketing Talent

Best Practices for Australia and New Zealand

In the competitive marketing landscape of Australia and New Zealand, retaining top talent is more crucial than ever. High turnover can disrupt team dynamics, slow project progress, and increase recruitment costs. To stay ahead, organisations must adopt effective strategies to keep their marketing stars engaged and satisfied. Here are the best practices to help you achieve just that.

1. Offer Competitive Compensation and Benefits

Top marketing professionals know their worth. Ensure your compensation packages are competitive within the industry. Beyond salary, consider additional benefits like flexible working arrangements, professional development funds, and wellness programs. Tailoring these to the preferences of your team can make your organisation more attractive.

2. Foster a Positive Workplace Culture

A supportive and inclusive workplace culture is a key factor in employee retention. Promote open communication, recognise achievements, and encourage team collaboration. Creating an environment where employees feel valued and connected to the company’s mission can significantly boost satisfaction and loyalty.

3. Invest in Professional Development

Continuous learning is essential in the fast-evolving marketing world. Offer opportunities for your team to upskill through workshops, online courses, and conferences. This not only improves their capabilities but also demonstrates your commitment to their growth, making them more likely to stay with your organisation.

4. Provide Clear Career Pathways

Ambitious marketers seek organisations where they can grow their careers. Clearly outline potential career progression paths within your company. Regular performance reviews and personalised career development plans can help employees see a future with your organisation, reducing the temptation to look elsewhere.

5. Encourage Work-Life Balance

Burnout is a major cause of turnover in high-pressure industries like marketing. Promote work-life balance by setting realistic expectations, encouraging the use of leave, and offering flexible work arrangements. A healthy balance can enhance employee well-being and productivity.

6. Engage and Involve Your Team

Involve your marketing team in decision-making processes and strategy discussions. When employees feel their opinions matter and are actively shaping the direction of the company, they are more likely to be invested in its success. This sense of ownership can significantly improve job satisfaction and retention.

7. Recognise and Reward Contributions

Regularly acknowledge and reward the hard work of your marketing team. This can be through formal recognition programs, bonuses, or even simple gestures like a public shout-out. Recognition can go a long way in making employees feel appreciated and motivated to stay.

8. Stay Updated with Market Trends

Keep an eye on industry trends and adapt your strategies accordingly. Whether it’s adopting new technologies, updating job roles, or shifting focus areas, staying current can make your organisation more appealing to top talent who want to work at the cutting edge of marketing.

Conclusion

Retaining top marketing talent in Australia and New Zealand requires a strategic approach that prioritises employee satisfaction and growth. By implementing these best practices, you can build a resilient and motivated marketing team that drives your business forward. Remember, investing in your people is investing in your company’s future success.

By fostering a supportive environment, providing growth opportunities, and recognising achievements, you can reduce turnover and create a team of dedicated marketing professionals ready to tackle any challenge.

Need help?

Get in touch with Lucy Bolan. Lucy can partner with you to secure the right talent that will support your business growth strategies.

✉️ lucy@newchaptertalent.com.au

📞 +61 416 153 144

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𝑵𝒆𝒘 𝑺𝒕𝒂𝒓𝒕
𝐍𝐞𝐰 𝐂𝐡𝐚𝐩𝐭𝐞𝐫

Or connect with Lucy on LinkedIn—she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities, follow New Chapter Talent on LinkedIn.

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By Lucy Bolan • October 14, 2025

At New Chapter Talent , we get to connect with some of the most inspiring marketing leaders across Australia and New Zealand — and a common theme keeps emerging: the quiet power of the generalist marketer . It came up again at our recent New Chapter: CMO Collective Club lunch , where several CMOs shared their love for the book Range by David Epstein. In a world that often celebrates specialisation — the data gurus, the brand purists, the performance pros — these marketers reminded us why having range is something to be proud of. The power of the generalist marketer Generalist marketers are the ultimate connectors. They see the big picture — not just the campaign, but the entire ecosystem. They bridge brand and performance, data and creativity, strategy and execution. In today’s fast-paced marketing landscape, where roles and technologies evolve constantly, that adaptability is gold. The ability to zoom out and see how it all fits together is what makes generalists invaluable to teams and organisations alike. Here’s what makes generalist marketers truly shine: They see across the entire customer journey, from awareness to retention. They bring context, connecting insights from different disciplines. They lead cross-functional teams with empathy and perspective. They can pivot quickly when business priorities or market conditions change. Why generalists thrive in modern marketing In Range, David Epstein explores how generalists often outperform specialists in complex, unpredictable environments — precisely the kind of environment marketers operate in today. Epstein’s research spans fields from sport to science to business, showing that early specialisation isn’t always the key to success. Instead, those who explore widely, draw from diverse experiences, and learn to connect ideas across disciplines are often the ones who thrive when faced with change. It’s a book that challenges the “10,000-hour rule” popularised by Malcolm Gladwell , arguing instead that breadth of experience leads to better problem-solving and innovation. For marketers navigating evolving technologies, shifting customer behaviour, and constant transformation, that insight couldn’t be more relevant. The future belongs to the adaptable The future of marketing leadership isn’t just about expertise in one domain. It’s about connection, adaptability, and curiosity . It’s about understanding how everything from brand storytelling to customer data, AI, and CX fits together to drive growth. So here’s to the curious, the adaptable, the connector-marketers who zoom out and dive in — the ones shaping what modern marketing leadership really looks like. And if you haven’t read it yet, grab a copy of Range by David Epstein . It’s a brilliant reminder that being a generalist isn’t a weakness — it’s a superpower . Contact Lucy Looking for career advice? Get in touch with Lucy... ✉️ lucy@newchaptertalent.com.au 📞 +61 416 153 144 𝐍𝐞𝐰 𝐓𝐚𝐥𝐞𝐧𝐭 𝑵𝒆𝒘 𝑺𝒕𝒂𝒓𝒕 𝐍𝐞𝐰 𝐂𝐡𝐚𝐩𝐭𝐞𝐫 Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn . New Chapter Talent – Your specialist partner in: Marketing Jobs | Digital Marketing Jobs | eCommerce Jobs | CRM Jobs | CX Jobs | Product Jobs | Brand Jobs | Creative Jobs | Communications Jobs | Category Jobs | Executive Marketing Roles

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By Lucy Bolan • October 10, 2025

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