I expected to get TV news journalists talking with my article on where the producers are and how to keep them. But I must say, the response has been more than anticipated.
Between LinkedIn, Twitter, website link, emails and DM’s this discussion has been seen more than 35 thousand times. I am sharing this number because frankly it seems staggering.
I know a lot of VP’s and other hiring managers follow my posts. I am asking, can we start looking for real tangible ways to offer more support? The old adage, the job is tough, you have to suck it up is only partly true nowadays. If you really stop and look, the job is even harder than when we veterans sucked it up and pushed through. Did this right of passage really make things better? Just because this is how we’ve done it is easy, doesn’t make it right.
As many of you know, I believe that if an issue is brought up, possible solutions must follow. So I want to share the issues brought up the most besides pay, which frankly is a given. You want to have producer candidates and keep the veterans, pay them to make it worth their while.
Sometimes producers reach the limit of what they can realistically do but feel like bringing that up could cost them their jobs.
The intensity of the all day tight deadlines gets very mentally taxing, especially over the past year and a half.
Sometimes they have life issues that come up and want to be able to discuss how to handle that and keep working if at all possible.
They want more training, even if they are considered veterans to remain inspired and connected to other producers.
Let’s expand on these issues and some easy to implement solutions, to start of create change. Producers know they are the solutions branch of the newsroom. They have to make everyone else look good all day each day. They have to absorb everyone else’s challenges and frankly as a result the really passionate producers do not complain. They just do the work. So if you have a producer that kicks butt all the time, is dependable and always says, “Yes” when you ask for more, that producer may still need help. In fact, that producer most likely needs support in some way. Maybe it’s a reminder that they are valued. Maybe it is a nudge to let the manager know, actually that producer cannot work an 11th day in a row (Yes this does happen). These producers need to be pulled aside and asked, “What can I do to help make your job easier?” Then do all you can to fulfill on that request. These are the reasonable employees, the steady. I have to emphasize this because these are the producers I am seeing posting regularly now that the job is taking a real toll on their mental health. A lot decide to walk away from the job, even though they love the work. The demands become too much.
It isn’t in most great producer’s nature to say no or ask for help. So if they do, they really need it. Again, managers can help with this right now by simply doing more check ins where they ask “What is your biggest challenge right now, so I can help ease it for you.” More communication and chances to mention needs can make a huge difference.
This is a very mentally taxing job anyway. The last year and half has not helped anyone. Producers need to take their time off. Many are not, or might be asking for a little more time. With so many broadcasting groups not offering significant raises its worth mentioning, providing more time off and reminding producers who generally don’t use their vacation days that they need to schedule some can be a huge difference maker. This doesn’t cost the company much. It does require disciplined scheduling, but it is so worth it to prevent staff burn out. Once COVID subsides, setting up fun activities producers can go do, like a free meal on the bosses without the bosses also helps. It can ease tensions between shows, let them relax and if the situation feels right they can talk about their challenges and help each other cope.
With the new knowledge that newscasts can be produced from home for example, let’s talk flexibility options. Producers have lives. Sometimes they might have a real legitimate challenge balancing obligations at home and work. Caring for a sick parent, and a child needing to go home sick are two common examples. I received nearly a dozen messages from former producers who really miss producing, but had to choose taking care of their kids over the job. This comes up a lot. News is less flexible than a lot of other careers for parents. But there are ways to help. If there is an issue where a producer needs to come in a little later in their shift to cover their spouse having a flight delayed, or an obligation they cannot cover through daycare, the producer often has to take a vacation day. But should they have to? What if they could log in from home to get the newscast covered until coming in? Its time for conversations like this to happen, to provide a little more flexibility so more producers can keep working.
Several educational and manager types reached out to me struck at how often training came up. Even among producers with a lot of on the job experience. A quick explainer, producers tend to love a couple of things the most about their job:
Thinking of new ways to make the newscast visually exciting
Learning new things, period
Producers tend to be life long learners, tinkerers and have a real creative flair. Yet their job is in some ways the same routine each day. They have to be highly disciplined to get the newscasts done. Once the many challenges to pulling that off are mastered, they want to reward themselves by getting more creative. Often, they will hit walls: Writers block, too much showcasing, too little showcasing, figuring out performance area usage. They have to dabble a little all the time. That’s why seasoned producers will ask for side projects. To keep that tinkerer inner self satisfied. They need chances to come together and learn and create.
Writers in other industries have conferences all the time. But there is not enough of these kinds of gatherings for producers. Yet. Again with a little creativity, especially with virtual options, more get togethers and training sessions can happen. The connections from these gatherings are also important to feed that it’s a vocation element of this job. Talking with others in the same boat is a real help. A help that doesn’t diminish with job experience.
Let’s address the mental health element a little more as well. Stations could bring in counselors more regularly and offer meditation sessions etc. It might seem hokey at first, but look at the tech industry. This type of benefit extra is offered a lot. Catering to your staffs mental health also increases employee output. It makes you a quality employer who gets quality returns.
I hope these ideas are a good start toward investing more in producers in the industry. There is hard work to be done for sure in terms of pay etc. I do tire of the my hands are tied mentality though when it comes to making efforts now. The ideas listed above have minimal cost but will offer high returns.