A Radio Station Program Director Writes:
One of my announcers is the super-sensitive/actress type. She once cried when a listener called to complain. She is always building people up, telling them how great they are, which naturally leads some of those people to return that edification to her.
I, on the other hand, won’t tell her she’s great when she isn’t. Often, right after a break, she will come to me and say, “Did you like what I said about X?”
Even when I tell her, “I would have preferred you did it this way,” or anything else that’s not 100% affirming, I run the risk of upsetting her. Not my problem I know, but if she does get upset, this often leads to less than stellar breaks for the rest of the shift.
On the occasions we do meet outside of her shift, she claims to understand how I want her to do certain things, yet she still does them her way. She claims she can disagree with my comments and still do her job. I’m not so sure.
She has difficulty accepting any kind of feedback unless it’s 100% positive. I realize that the use of language is important, and I make every effort to incorporate positive language when giving her this feedback.
I’ve even tried using the actress analogy (just like acting, you follow the guidelines of the director and know your lines…I need you to be prepared/do it this way for radio). That doesn’t resonate with her. She says, “It takes a hell of a lot more work to act.”
My response is maybe so, but this is a professional setting as well, and I need you to do things this way for these reasons.
Any thoughts as to how can I get that “buy in” from her?
Dan Replies:
From your query, it sounds as though you do not conduct regular aircheck sessions with your super-sensitive/actress type. Assuming that is correct….
1. Schedule weekly or twice-monthly aircheck sessions with her, during which you address your general performance concerns.
2. Whenever she comes to you right after a break to ask what you thought of it, gently remind her that she is supposed to be in the studio, preparing for the next break. She is not supposed to be focusing on anything that is not directly related to the rest of her program. Refuse to give any feedback on such occasions, instead reminding her that she has a critique session coming up later in the week.
If you, as Program Director, upset your jock during her shift, you are not doing your job properly. As you point out, when she’s upset her program suffers. So it’s up to you to remove the opportunity for her to be upset by you during her show.
Finally, it doesn’t matter if she agrees with your comments. What matters is whether she follows the instructions and guidelines set down by her program director.
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Down the Line-it is a business..The aircheck session recommendation is impactful and demonstrates cooperation in sounding best. Thanks Dan
The PD did the right thing by asking you..though it might have seemed difficult. Hopefully he/ she listens and applies it.
When my PD talks to me I listen and want to apply it..The relationship has to have respect. If someone is not listening in this case The Jock..there are Jocks who will listen. Not listening could have some PDs give a written or verbal warning.. No coddling unless there is something unspoken.
Never, never, never critique during a shift. Unless it’s something that will threaten your license, get you sued or get you fined, save it till later! That’s the quickest way to ruin a show and destroy a talent’s confidence level.
As PD’s, we need to be sensitive to the fact that almost ALL talent have ego issues – our job is to figure each talent out individually and understand how to get the best work out of them. If you try to mold a talent into the performer you want them to be, you will always come up short…
Although I’ve never had to deal with someone like this, I have always made a note of any break that was kind of off.
I usually put the ownership of the jock’s show on the jock by asking about the thought process of the break and how it could’ve been executed differently. I will also have the jocks critique each other in aircheck sessions with my thoughts being the final word.
The only time I’ve really called someone on the air is when they’ve done something extraordinary on the air.
In the end, you need to find a balance between what your expectations are and the strengths of the personality in question.
ten thumbs up for this
you know maybe more of a lesson for the PD and a Parent. Impliment those boundaries early dude.
Good advice…though at some point, one would have to ask whether the talent’s performance justifies the high-maintenance…
Is there any other kind of DJ? 🙂
I think I know her….
I think I know her….
I think I know her….
On the flip side, there are PDs who criticize, without being prompted and come into the studio or send an email while a jock is on the air. I’ve had this problem with a NETWORK PD- we’re not talking about a PD who’s new to the job here, this guy’s got 30+ years in the business. In addition, while doing local radio during the week and network for him on the weekends, I’ve had him email me while I’m on the air at my local station criticizing my work. I’m not referring to constructive criticism either, I’m referring to downright verbal abuse. When it’s abusive, it definitely affects my on-air performance. I’ve had some really crappy shows after asking him(and my local PD has too) to not contact me on the phone or email during office hours.
How should a jock handle that kind of treatment? This guy definitely should know better.