BusinessDictionary.com describes
feedback as the information sent
to an entity (individual or a group)
about its prior behavior so that
the entity may adjust its current
and future behavior to achieve the
desired result.
We all crave feedback, but, more
specifically, your employees crave
it and deserve it. In our business,
everyone is so busy that the pre-
cious time you once had to provide
constructive feedback for your
team seems to be slipping away.
Programmers, when was the
last time you airchecked your
afternoon talent? Im talking about
a real coaching session where you
reviewed and graded an actual
show and then brainstormed future
content? When did you meet with
your online editor to review your
station website? Or meet with your
imaging/production director to
review, in real time, your station interesting?
Based on my experience, here are
some tips that may help you deliver
that much-needed and muchcraved feedback.
1. Your responsibilities may make
it difficult to meet face-to-face, so
use Facetime or Skype. This works
well for the night talent instead of
making them drive in to the station
early in the day.
2. Find out your team members’
preferences for how to receive
feedback. It may be very different
from how you like yours delivered.
Adapt your style to their preference so they’ll be more open to
hearing from you. All talent is not
created equal. That’s what makes
them great!
3. All feedback doesn’t have to
be formal. A casual feedback conversation can be effective. “Do you
have a minute? I wanted to share
something with you.” I’ve found
this to be the best way to give positive feedback. Who doesn’t want to
be surprised with a positive comment from their boss? Catch them
doing something right.
4. And speaking of that, be careful to deliver an even balance of
positive and negative feedback.
5. Negative feedback or criticism
should always be in private.
6. Timing is important. Before
you deliver the feedback, say to
yourself, “Is this the best time, or
can we discuss it later?” I have to
admit there were times I used the
hotline when it wasn’t necessary.
7. People are boss watchers, so
you may be giving feedback unintentionally. Be sure you carry yourself in a positive manner and don’t
wear the stress of the day on your
sleeve. If you smile, it can become
contagious.
8. The closer to the event, the
better for the feedback. Otherwise
details gets forgotten or foggy.
9. Treat your staff, including
when giving feedback, as you
would want to be treated. I can
remember to this day when I was
screamed at on the hotline by my
program director. It was upsetting
at the time — in fact, it ruined my
week — but it was a learning experience.
10. Lastly, give feedback on a
regular basis. With frequent, informal feedback, there should be no
surprises.
It doesn’t matter if you are a
CEO or a board op, we all need and
want feedback, with the ultimate
purpose to improve performance.
Jay Stevens is the president
of Tenshare Media and can be
reached by e-mail at tenshare20@
gmail.com or the old-fashioned
way at 301.785.3398.