creativecircle, Author at Creative Circle

In a competitive job market, it’s become commonplace for companies to pad job offers with perks like gym memberships, meditation rooms, and free food — trappings that have little to do with the job at hand but are increasingly seen as necessary to attract and land top talent.

The jury’s still out though on how effective these perks are in retaining that talent. Creating a comfortable and supportive office culture certainly helps to enhance employee satisfaction and motivation day-to-day. But what about down the road, once the snacks grow stale, or your competitor across the way just did you one better by installing a spa on-site?

Perks can be fickle, and change in-step with the latest trends. The padded extras that are desirable to new hires one year can be old hat by the next. What doesn’t change is the desire to learn and advance. Underwriting that luxury gym membership might help to land the best, but that investment can be undercut if the final offer doesn’t also come with additional opportunities for advancement or development.

Costs of a Short-term Workforce

Long-term training might seem like a risky investment for a new hire or early stage talent, especially for Millennial talent who, as a group, value flexibility over fidelity, and have made “job-hopping” a new norm. (A recent Gallup poll revealed that 21% of Millennials changed jobs within the past year—more than three times the rate of prior generations.)

This can lead companies to shy away from spending resources on the growth and development of their future workforce. Many choose instead to invest in immediate strategies like pipeline recruiting, to have an already-vetted pool of candidates on hand to draw from quickly when vacancies arise.

Those strategies can also involve significant outlays, to acquire resources that might not ever even be used. And, as much as retention may appear to cost (especially from the outset), replacement can cost even more. Apart from time and money spent recruiting and onboarding new employees, there is also a cost associated with losing the old one. That can vary by industry and role, but many measurements place it in the range of tens of thousands of dollars to 1.5-2X the former employee’s annual salary.

On top of the financial loss, there are also “psychic” costs from losing an employee which are often immeasurable. Disrupted team dynamics, gaps in institutional memory, erosion of trust: these can take an emotional toll on co-workers who are left behind and have a negative impact on productivity that can’t easily be captured in a standard balance sheet.

Training to Convert the “Job-Hoppers”

Despite evidence that today’s talent is more prone to hop, statistical trends can’t measure the full arc of a career. Every employee grows up eventually, and as the top end of the generation nears 40, there is mounting evidence that older Millennials are starting to stay put. The 40s are also an age when employees begin to cash in on the technical and intellectual capital they’ve already accumulated, and those who’ve had access to ongoing training tend to give back more in terms of increased productivity and leadership.

Also bucking the job-hopping trend are studies that show this group does perceive the value of loyalty — as long as it’s returned in kind. After all, Millennials, for the most part, entered the workforce during a time of corporate cutbacks, with the impression that businesses considered their employees an expendable resource. So, all things considering, it’s understandable they evolved into a generation that was hesitant to commit.

But regular training is a sure-fire way for employers to overcome that hesitation—and easily gain some hard-won loyalty in the process. In the recently-published Motivating Millennials, 90% of those polled said they would stick with a job if they knew that steady raises and career advancement were part of the package. And, sure, not every employee can advance to the C-Suite. But provided with access to opportunities to learn, improve and grow, every employee can still progress.

Of course, it’s not a smart strategy to cover the cost of an MBA for brand new hires, but a business class or two in the first year wouldn’t hurt. There are also plenty of reputable and cost-effective online or onsite education options that, from an investment standpoint, would likely still cost less than that gym membership.

Kate is a Creative Circle candidate, a senior copywriter, and a seasoned corporate communications consultant based in New York. If you want to work with Kate, contact Creative Circle New York.

The omnipresence of cell phones, apps, and platforms like Facebook, LinkedIn, and Twitter has given rise to what is called the era of Big Data – the huge volume of information available about both individual and aggregate behavior that can be sliced seven ways to Sunday. The data is a goldmine for advertisers and marketers, and it’s revolutionized how business is run by changing what we learn about, and sell to, consumers.

Big Data enables laser-like targeting of the right consumer on the right platform at the right time. The targeting is as broad as seeing new suggestions based on your previous behavior when you log on to Amazon or Netflix – or as specific as how supermarket chain Kroger used digital insights and variable printing to produce direct mailers that resulted in a 70% response.

Big Data as a force in marketing and advertising isn’t new. However, as our connectedness grows, data is transforming our business at an almost exponential rate. That means that if you want to remain relevant in your job, it’s crucial keep track of what’s changing and make sense of it.

Big Data and Your Job

Account Service

Account service is still primarily a high-touch art form, but in an age when we can get almost instantaneous feedback on advertising and marketing performance, good account executives are seizing opportunities to build the client relationship and drive more business for the agency.

Reading recommendations
– Forrester is an online publication (and real-world research company) that can put all these ideas into perspective, allowing AEs to confidently champion new solutions to their customers.
– The Harvard Business Review has news and in-depth analysis about how marketers are using Big Data to create value for their customers.

Creative

Creatives might be historically suspect about the role of data in the creative process, but they can also benefit from staying abreast of the newest technologies. As marketing becomes more immersive and personal, it’s psychology, not technology, that will help connect with customers.

Reading recommendations
– The Kissmetrics blog always has provocative articles on making deeper connections with customers.
– A. V. Sudhir has interesting thoughts on how data can enhance, rather than replace, creativity; he isn’t a creative but a sociologist who writes about how oceans of data are reshaping society.

Media

For media professionals, Big Data means good news, bad news, then more good news. The good news is that you can target at almost a granular level. The bad news is that there are more vehicles than ever – but there’s also more reliable reporting and metrics to help you evaluate your options.

Reading recommendations
– If you’re not already, you should be checking sites like Nielsen, the media section of McKinsey, and Facebook for Business, which will tell you not just about new media on the horizon but how people are using it.

Production

Producers have their work cut out for them with all of the emerging technologies. To add more value to agencies and their clients, they’ll need to keep up-to-date on the newest marketing vehicles and processes (for example, the increasing call for 6-second ads).

Reading recommendations
– No matter what industry you’re in, there’s a lot you can learn from what’s happening in the retail sector, as it’s undergoing huge transformations and embracing exciting technology. Digital Signage Today covers the most influential trends.
– With coverage of new consumer technology, digital best practices, and industry news, Marketing Land is another must-read.

Strategy

In the strategy department, Big Data has enabled needle-in-a-haystack specific insights into consumer behaviors. Media continues to shift towards digital, which enables the collection of real-time performance metrics that enable you to evaluate your options.

Reading recommendations
– Though he doesn’t have much of a social media presence, former AIG Chief Science Officer Murli Buluswar writes brilliantly on mining data for uncommon insights.

The future: It’s technical.

All signs point to our reliance on Big Data only getting stronger, with 91% of advertisers either already having a data management platform in place or adopting on in the next year. As more companies implement AI-based systems to help crunch all of those numbers, it’s the people who understand what the data means and how to use it who won’t need to worry about being replaced by a machine.

Lisa is a Creative Circle candidate and seasoned advertising copywriter who lives in Los Angeles. Her background includes both in-house and agency work on Fortune 500 and global accounts in the consumer and healthcare/pharmaceutical fields. She excels at words, fashion, and cats. If you want to work with Lisa, contact Creative Circle Los Angeles.

I’m about to admit to something embarrassing: It was the summer after I graduated college with my degree in Communications and Advertising, but before I’d started Book Shop. I was in that stage of blissful ignorance where you’re unaware of just how much you don’t know, so you think you’re brilliant! I lived in an area with a lot of mid-sized, regionally famous advertising agencies, and I wanted to start getting some work. As a way to pique a creative director’s interest, I…sorry, HOLD ON, I need a moment. This really pains me to write, it’s that embarrassing.

*deep breath* I sent out these mailers of custom-labeled packages of gum made up with my name and the copy “Looking for some icy-fresh creative solutions?” (or some horrible garbage like that) along with my resume and cover letter. Despite spending a fair amount of money on the whole thing, I got exactly zero responses. And thinking about it now, why would I have gotten any? It was a terrible, lame, meaningless attempt at wordplay, which (with the exception of this) is pretty much the lowest-hanging creative fruit. The product itself wasn’t cool, useful, or inspiring and it told the recipients nothing about me or my skills.

So, if you were looking for ideas, go ahead and scratch that one off of your list.

While there’s a long and storied practice of using stunts or gimmicks to get the attention of a creative director or a hiring manager, it takes effort to pull one off that works for the right reasons like this mind-bogglingly ornate orchestration that landed its creator a job at TBWA/Chiat/Day Venice. So many others take effort but don’t work like the would-be candidate who took out a billboard with her name and info on it.

What works and what doesn’t?

Slightly similar to, but a million times better than, my tragic gum promo is Brennan Gleason’s “Resum-Ale”: a 4-pack of craft brewed beer with a resume printed on it. It got him plenty of attention and, more importantly, a job.

It works because it:

Is refreshing (pun sort of intended)
Shows off Brennan’s impeccable design skills
Stands out among flat mailers
Is a premium product, and
Is a natural extension of the designer’s personal brand

One of the many reasons why my gum promo failed was because it was just empty promises – it’s that old adage that if you have to tell someone how cool you are, you probably aren’t. Copyblogger Nathan Hangan calls it the difference between self-adulation and self-promotion. Self-adulation is simply rehashing your past glory whereas self-promotion is “…the art of spreading ideas, concepts, and a greater vision.” Creative directors aren’t looking for people to tell them how great they are; they’re looking for problem solvers.

Why execution isn’t the only thing that matters

Big ideas are more important than impressive execution. When I say “big”, I don’t mean “big” like a billboard. It’s ideas or solutions to big problems that get attention. For example, 72andSunny was recently besieged by wannabes who hacked into the agency’s Dropbox account to get their work in front of creative directors. While it’s a stunt that requires big brass balls (which creative directors like), it didn’t really have a point or a seed of an idea beyond getting attention for the sake of getting attention.

On the other end of the spectrum, job seeker Alec Brownstein started with a huge, essential insight — creative directors probably Google themselves a lot. He purchased a display ad that was related to the name of the creative director he wanted to work for, then linked that to his portfolio — all for about $6. It was intriguing and smart enough that it worked. Brownstein got his dream job at Y&R New York. He’s gone on to write books, and is responsible for this 90-second masterpiece that helped launch Dollar Shave Club.

The point is: Advertising has plenty of people who can already make ads. It’s big, scalable ideas that will stand out among the competition. If it’s a truly great idea, it doesn’t even have to be focused on advertising or self-promotion like this Dubai man who attracted the attention of Deutsch with his ingenious approach to combating the very real problem of public urination in India.

Don’t forget: You also need the skills to back it up.

Even if you have a great gimmick, if you don’t have the skills to match, your big stunt will end up nowhere. Have you ever thought of the greatest idea for a one-off or individual ad, and your teacher or creative director says, “That’s fantastic! Now show me what the other two or three in the campaign look like,” and then you can’t, and everyone’s disappointed? That how it’s going to be if you don’t have the portfolio to back up your stunt.

A big blowout might get you in the door, but if you don’t have strategic, big-picture work to match, you may as well consider it “false advertising.”

One of the most dangerous mistakes you can make as a freelancer is trying too hard to be liked, especially when you’re trying to nail new business. You probably want to make it seem as if you’re smart and easy to work with, so you don’t ask too many questions.

Asking the nitty-gritty questions that sometimes make clients shrug or roll their eyes can be the difference between a profitable assignment and one that eats up your time and prohibits you from taking on more work. Too many projects that go astray can jeopardize your ability to make a living as an independent professional. These nine questions are a good start to make sure you don’t short-change yourself in the process.

1. What’s your budget for the project?

Why beat around the bush? Find out early if the project will be worth your time. Even if the client comes back with a figure you think is ridiculously low, don’t be rude: Offer to recommend an accomplished junior. You’ll both walk away feeling good, and if they really like your work, they may contact you when they have more money.

True story, this happened to a friend of mine when an advertising agency contacted him for a design project. He couldn’t do it on their budget but instead referred them to another designer. They liked him so much, they eventually found the money to hire him; he’s now their Associate Creative Director.

2. How many rounds of edits will I be responsible for?

This is where most freelancers end up losing money. If you’ve already provided a quote and signed a contract, and then the project goes round after round on revisions, you may end up having to eat those costs. Consider committing to a certain number of rounds of edits before additional charges start accruing.

3. Do you already have a creative execution in mind

If the client already has something in mind, why waste time inventing the wheel? You should always bring your own expertise and judgment to adapt their ideas. However, if they specifically ask for something, no matter how awful, you’re not doing your job if you don’t offer it up.

4. Who is my contact at your site?

Having a direct contact can help you avoid wasting hours trying to track down information and assets. Even if you think a project is simple, make sure you get this upfront.

5. Who are the project’s approvers or stakeholders?

As a freelancer, it always makes me nervous if the ultimate approver isn’t at the meeting because it means that whoever is there is interpreting or funneling second-hand directions to you. If the requestor or approver isn’t present, make it a point to learn who it is and then get in touch.

6.Do you have an existing brand style guide that I’ll need to follow?

Don’t start designing, writing, or even noodling around with concepts until you know if you’ll have to follow pre-established guidelines. Better still, get a copy of the style guide and learn the name of the expert who can answer questions about applying the guidelines.

7. Where will the photos come from?

If you either have to find stock photos or provide pre- or post-guidance to a photographer, that’s a lot of time you should make sure you’re compensated for. If the client expects you to furnish them, either by procuring stock photos or taking them yourself, those are extra costs you’ll want to be prepared for.

8. Will this need updates?

It’s one thing to create a website, blog, social media channel, or other interactive project but quite another to make content updates. Make sure the client understands this and will pay you accordingly if they expect you to keep their website, blog, or social media feed current.

9. What are your terms, and to whom should I submit my bills?

For most freelancers, it’s standard operating procedure to collect a deposit when starting a new project, then submitting the bill once the project wraps. The balance could be paid within a month, but many companies have net 60 or even net 90 terms. Are you in a financial position to wait that long to receive the rest of your money? It really matters. And so does knowing who you’ll need to follow up with, once you’ve submitted your invoice.

Protect yourself by asking the right questions before you accept a job. Don’t worry about seeming aggressive, bothersome, or uninformed – to the contrary, asking thoughtful questions will make you appear engaged and knowledgeable. (Besides, working with a client who is too stingy with information is a big red flag.) Most importantly, you’re making sure you receive fair compensation for all of your time and effort.

You never forget your first boss. Especially if that boss was a frog…

Ok, full disclosure: the frog was actually made of cloth. But does it help if I said his name was Kermit?

Early in my career, armed with a degree in Broadcast Journalism from the University of Southern California, I was hired by Marvel Studios to work as an Associate Producer on the brand new TV series Muppet Babies. The concept was inspired by the beloved characters sprung from the mind of Jim Henson, the visionary artist/puppeteer who birthed Kermit more than 60 years ago from little more than scraps of his mother’s old coat and two discarded ping pong balls.

So, sure, maybe it’s a bit of a, um, “leap” to say that Kermit was my first boss. But anyone who ever had the privilege of working with Jim knows that the distinction was irrelevant. When Kermit was in the room, Jim let him own it — even when being grilled by the great Johnny Carson!

Jim’s willingness to play second fiddle to a frog was part of his charm, as well as the key to his tremendous genius. Like all good parents, Jim empowered his puppet progeny — and their human caretakers — to explore, even if along a path that might ultimately hit a brick wall… (Sort of like Kermit and Miss Piggy’s relationship, right?)

Jim’s success did not just stem from his skills as an artist, but also to the unobtrusive ease with which he was able to breathe a distinct energy and personality into each Muppet character, and then step back to allow them to, in a sense, find their own voice.

It’s hard to believe it’s been almost 40 years since I worked for Jim. Entertainment was an entirely different industry back then, and the fact that Jim’s handmade cloth characters are as popular as ever in a post-Pixar landscape is a testament to his legacy — and to his leadership.

If it weren’t for Jim’s influence, I doubt the arc of my own career would have been half as interesting. Emboldened by his lessons — taught directly and by example — I’ve gone on to launch iconic lighted shoes, install the first Jumbotron on Sunset Blvd, run my own advertising agency…and even place TVs on gas pumps (you’re welcome)!

Jim left many lessons on leadership, a few of which I’ve outlined here. Now, in my current role as CMO for the nation’s leading creative recruiting and consulting firm, I’m in a place where I can put into practice Jim’s most memorable lesson of all: The key to creative success lies in how well you trust and treat your team.

Be Open to All Ideas

With Jim, there was never a bad idea — just concepts that needed to evolve. He was a master at creating a collaborative environment that allowed a safe space for evaluation and growth. At all levels, Jim encouraged openness and what I’d like to call “radical consideration,” a willingness to include everyone in the creative process from the most junior associate to the buttoned-up executive whose job was to keep production on track and on budget.

This gift of Jim’s was apparent to me from the earliest storyline ideation sessions for Muppet Babies. Whenever a writer pitched something containing even just a kernel of interesting, Jim would push it down the schedule to allow more time for incubation. If the idea never quite made it to script, Jim would simply say, “Let’s keep it for next year,” never making the writer feel judged or that time had been wasted. Jim always went out of his way to make things work — and more often than not they did.

Allow Space for Creativity

Early in the series’ development, a debate was raging around the idea of combining animation with live action scenes — a technical challenge that, at the time (early 1980s), had never been done at the volume and speed required for weekly TV. Most business staff balked at the cost, but Jim was persistent — then looked at me to find the solution. This was certainly not a skill set I had learned in college, but Jim shielded me from the bottom-line pressures of the “suits” in the room, and granted me the permission and the space to figure it out.

And, as any child of the 80s who can recall the show’s catchy opening credits will know, in the end, it worked out rather seamlessly…

Don’t Settle

After the Muppet Babies successfully launched in 1984, I sometimes found myself playing the naysayer — and Jim would turn it into a teaching moment. Once, during season two, Jim wanted to include footage from Star Wars, and I expressed concern that clips from the most popular film ever released might not quite fit our budget. (This was pre-internet when Hollywood studios still controlled copyright with an iron fist.)

I should’ve known better though than to underestimate Jim’s tenacity, and also how admired he was in the industry. Without skipping a beat, he responded, “Hmmm, let me just call George and ask…” And that did the trick. With one call, I learned not to take no for an answer – there’s always a way. George Lucas gifted us clips from his blockbuster, and we used them in multiple episodes — at the time the best stock footage deal in the history of Hollywood!

Embrace Resiliency

My tenure with Jim ended not long before his unexpected death in 1990, and perhaps the timing of that event did serve to internalize his lessons even more powerfully. But it wasn’t just me. Everyone was blindsided by Jim’s loss; even the eternally optimistic Fozzie Bear wondered if the family could go on.

But, just like Jim, the Muppets persisted. To this day, the franchise remains as entrenched as ever in the national imagination, and continues to thrive by adhering to its founding ideals of leaving no angle unexplored, yet still evolving with the times to entertain and inspire an entirely new generation.

Kermit was onto something when he said it’s not easy being green. It’s not always easy leading a team either. In the end, though, the greatest ideas and dreams persevere and eventually find their own path. And the adventure that comes from nurturing an idea and helping it grow is what makes it all worth it.

Adam Bleibtreu is an award-winning producer, creative director, entrepreneur and marketing executive. Adam’s eclectic career dates back to the analog age and has evolved over three decades to touch upon almost every aspect of media, advertising, and creative services.

Since 2013, Adam has applied his talents and inspirational leadership as Chief Marketing Officer for ASGN Incorporated, a global recruiting firm, and Creative Circle, the leading provider of skilled creative professionals and consulting services nationwide. As a result of his storied career and first-hand perspective of a historic era of media innovation, Adam is also a sought-after speaker and well-respected thought leader throughout the industry.

We rely on technology to make everything in our lives more efficient. Need food? Get it now. Need a date? Swipe right. Need a job? There’s an app for that too!

In making things more efficient, however, we’ve lost that which connects us to each other – especially when it comes to the job search and hiring process. With companies like Google getting upwards of 50,000 applications per week from all over the world, we’ve started to rely on automated hiring systems to keep up. But these automated hiring systems only work with a finite number of keywords. If candidates don’t describe their professional experience with the exact words needed, the system might not recognize their value, and you might lose out on a viable candidate.

Online recruitment tools make it easier for people to apply to jobs, but they do not make it easier to discern who actually has the human qualities necessary to thrive in a work environment. In fact, the impersonal nature of online recruitment systems can deter quality candidates who succeed in nurturing environments, seek long-term growth, and add to dynamic cultures. A human touch is needed to find candidates like these, and to bring them to the front of the queue.

So how can you sort through hundreds or thousands of resumes? Keep your hiring human.

Minimize reliance on job posting sites.

82% of potential hires say their ideal interaction with a company is primarily human-to-human, with tech operating behind-the-scenes.

Practice responding one-to-one versus one-to-many.

With over 63% of open roles being newly created roles, hiring managers need to find nuanced ways of communicating what they need so avoid templated emails or auto-replies. Use the phone. Talk it out.

Use your network.

As the saying goes, it’s about “who you know.” Employee referrals make up the top source of new hires, but are often not thought of as the first line of recruitment. Pay attention to the humans you already love to work with to find more like them.

If you find that you need hiring help now, expand your network to include staffing agencies like Creative Circle. To meet the most talented humans, you need a network of them and with an already established network of creatives, automated hiring robots need not apply.

Ryan is a Creative Circle candidate and freelance Content Director who enjoys reading menus. He got his start at BuzzFeed NY, and since has led content initiatives for startups, TV shows, and crowdfunding platforms. He’s now based in LA—but not in a suspicious way. If you want to work with Ryan, contact Creative Circle Los Angeles.

If you’re at a point where the stress of your career is impacting your quality of life, you’re not alone. 39% of adults in the U.S. experience stress in professional situations; 29% in balancing family and work. Maybe it’s the stress of having too many days that start with early morning conference calls with clients and end with working to meet late night deadlines. Perhaps you can’t deal with the rage you feel when the client sacks your most brilliant ideas and asks you for a “Got Milk?” inspired headline instead. Or maybe you’re like me, and you wake up in the middle of the night worrying that a robot is going to take your job in five years.

Whatever got you to this mid-career crisis, now you feel irreparably fried and like it’s time to get out of the industry. So, what do you do now?

First, get your head in the right space.

Whether the solution is finding a new job or just making a small change, it’s critical to get some mental space from your work issues before you make any life-changing decision. Then you’ll know you’re making thoughtful choices that are based in reason and not simply having a knee-jerk reaction that you may regret later.

If it’s possible, take a few days off, or use your weekend to seriously recharge. Block out time for yourself just like you might block off time for projects. It also might help to seek out therapy. A therapist can teach you skills to better handle your challenges and reveal other opportunities for change. If you have health care coverage through your employer you probably have access to mental health benefits, or even an Employee Assistance Plan, which provides benefits like a certain number of visits to a mental health professional, financial planning advice, and similar services that can come in handy when you’re trying to figure out the rest of your life.

Then, do some soul-searching.

If you’re able to get time for yourself, start asking the hard questions. Swapping careers is a big jump, and for some, a big risk, so getting specific about your wants and needs in a new job needs to be a serious step. Some questions to ask could be:

Do I still enjoy what I do?
Perhaps switching to a different company or organization in your industry is what you need, instead of a significant career shift.

Is it something, or someone, in my current work environment that’s making me unhappy?
If you have that one co-worker you can’t seem to shake, consider a different department or asking to be reassigned to a different account. If the entire work environment is getting you down, it might be time to find a new one.

What am I great at and what tangible skills do I have?
List your abilities out if you need to, so you can see where else they might translate.

Where do I want to be in five years? 10 years?
Keep asking yourself this until you have a clear picture of the type of person you want to be.

Take an honest look at your answers. If you’re at the point where the fear of the unknown feels less awful than the dread of another Monday, you’re ready for a change.

Now, make time to move forward.

If you know what you want to do next:
Congratulations! You’re that much closer to transitioning to something new. Your next steps are to address the skills gap, in case your expertise won’t transfer laterally.

If you need to acquire new skills, there’s no shortage of online learning options. If you can’t swing new training or classes, start with MeetUps and networking events in the area you want to shift to with the goal of getting to know more about the types of people who’ll be your future colleagues.

If you have no idea of what you want to be when you grow up:
There’s no easy answer, but start by looking at your strengths and what you love. If there’s still nothing that stands out to you, reverse engineer a career by looking at people whose lives you love and want for your own. (No, Beyoncé doesn’t count.)

There is perhaps no more daunting feeling in the world than knowing you can’t continue as you have been, yet also not knowing what you want to do. As you did when getting your head in the right space, take time and work through it with yourself and others. This is another part where a knee-jerk reaction will risk you being no better off than where you are now.

If you’re not quite ready to make the switch:
Volunteering for a cause can make you feel like you’re doing something more meaningful or worthwhile than what you’re currently doing at work. Volunteering can also help you build a new network, make new friends, and burnish your self-esteem — all of which can make you happier, in general, and make it easier to stick it out in your present circumstances until you’re ready to take the plunge.

Many of us also find extracurricular creative outlets to be essential. Discover the things you enjoy doing; they can give you a feeling of accomplishment that you just aren’t finding at your job. And above all, remember that you deserve to be happy and it’s never too late to make a change – mid-career crisis or not.