(By Jay Stevens) 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 precious time you once had to provide constructive feedback for your team seems to be slipping away.
Programmers, when was the last time you air-checked your afternoon talent? I’m 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 imaging?
Based on my experience, here are some tips that may help you deliver that much needed and much craved 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 get 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 [email protected] or the old-fashioned way at 301.785.3398.
Face-to-face meetings may be tough, so utilize Facetime or Skype. This is better than making night talent drive in early.
All well, good and jolly.
The primary concerns as they apply to talent and other team members:
Have the individuals providing this stellar feedback, if they do it at all, acquired the knowledge and skills to do so?
And, have these managers developed credibility with the group?
If the answer to both is a big, fat ol’ “No”, then this is no more than another spit-balling exercise and a demonstration of flirting with fantasy.