hostile – Survive Your Job In Television News

Stop the screaming! What to do when your boss is deafening and demeaning.

If you haven’t already, you will eventually work for a “screamer” in television news. It’s just a simple fact of life in the biz. But that simplicity of fact does not mean reacting to it is simple. Screamers are alarming, and not just for the ear. It means the person loses control in key situations; very troublesome when this is the person who decides your fate. The good news is that the screamer’s boss probably is aware of the temper tantrums and hopefully takes them and any tirades about staffers with a grain. The bad news: The screamer is usually not forced to calm it. So the verbal abuse keeps on coming.

There is an effective way to protect your ears and your ego. The more the screamer lets loose, the calmer you need to be. You need to consistently do this, during public and private tirades. Screamers expect to unnerve you. It is a control technique for bullies. If you want the person off your back, don’t indulge it. Sit down, look slightly above the screamers head and watch him or her pitch a fit. Whatever you do, do not speak. The screamer is not interested in anything you have to say. The screamer needs to get rid of pent up stress. Once the screamer is done, say “okay I will keep that in mind.” Then go back to work.

Sometimes the screamer will follow you and start up again with insults or questions like “did you hear anything I said.” Say “yes” to the question and ignore the insults. Later, once the screamer is calmer, you might be called into that person’s office. Hopefully this is when you can get some constructive criticism and explain any extenuating circumstances. But if the screamer has a particularly insecure ego, you will not hear about the incident again.

This does make it harder to learn what “old yeller” wants. You can still listen to the rants and try and decipher the point. Just do not lower yourself to the standard of the screamer. You need to keep your cool. That can help you if things get really out of hand and you end up in human resources. You also would prefer the tantrums happen in public even if it is humiliating at the time. Witnesses can say it was the manager who lost control, not you.

Finally, no matter how tired you are at the end of the day, document the inappropriate conversation with the screamer as well as any follow ups. Include the time of day and a witness list in your notes. Remember human resources must have patterns and documentation. If you end up in trouble, you can use these tantrums to buy time and demand a formal critique of your work in writing. Your case: How could you be expected to know what to do with the manager screaming at you incessantly? There is a case to be made and, again, you have to be able to show a pattern of verbal abuse.

Now the caveat for your efforts: The screamer will become disarmed at your calm response. The screamer will end up noticing how out of line he or she is getting. This will throw the person off and you will take control of the relationship. After a few attempts at rattling you, the screamer will usually learn that you are tough skinned and probably not someone to mess with. You will probably be left alone. In some cases you will even become the screamer’s confidant. We have seen news managers develop a strange need to then constantly impress and please the employee that cannot be unnerved. You might even end up with better assignments. There is always another sucker on staff that will scream back or cry. The screamer will usually become focused on that person.

Go to Human Resources or keep your mouth shut?

We have seen some incredible talent get burned by making the wrong choice. First let’s spell out why human resources really exists. Headline: It is not for employees. Human resources is designed to keep management from being sued. It oversees hiring, annual reviews and station policies to make sure the company is protected. This knowledge is key.

If you are being harassed by a co-worker, you need to be able to make a clear case. If management is after you, human resources is helping the effort. However, human resources does still give you options. You just need to play your cards right because the deck is stacked against the individual worker. If you complain as a group, there can be safety in numbers and strength in message. This is hard to understand for many workers, however, it is the simple truth. Also you should never go to human resources before speaking with your direct managers. This will burn you because you are not going through the chain of command and giving management a chance to fix the problem. The only exception would be if your reason for seeking help is a problem with the news director.

So when do you go to human resources? The answer is usually in your employee handbook. When station policies are clearly being violated you have the right to complain. This often involves a manager that is out and out ignoring written policies, like approval of vacation time or denying sick time despite having sick notes or other required documentation. This means you must have a paper trail. Written proof of one incident is usually not enough. You must be able to show a pattern. Again, the best bet is if several people have similar documentation and it’s all turned it in over a short period.

Now let’s say your job is being threatened. Complaints to human resources might buy you time. Again though, you must have documentation. Let’s say management is complaining you don’t always come to work. If it’s because a manager keeps changing your schedule and doesn’t inform you, that could buy you time. So, in this example, copies of the schedules and the changes that caused the issue could go a long way toward protecting you. Also, check your employee handbook. Usually you must be given written notice of schedule changes. If you are told there are issues with your job performance, take a look at your annual reviews. If you have several past reviews that are strong and one that is weak, you may be able to buy some time. Request that management give you an action plan to improve your performance. Then follow up with human resources if management fails to give you such a plan.

Human resources can also be a direct link to the general manager. Weigh this knowledge carefully. If you just hate a manager and want to bring the person down, a complaint to human resources is a serious gamble. You need clear cut proof the manager is not following corporate or station policy. You also need several others who can corroborate your complaint. If there are clear cut problems though and a group of people are willing to stand up, your chances of getting help are much better. Notice we said help. Do not expect a manager to get fired. What you might see is policy change or disciplinary action. In one case we saw a news director forced to seek anger management training. No firing however. Still it did help calm the waters in the newsroom. But you must also realize that this process does not always happen in a vacuum. Here’s one final note to think about: That particular news director may have actually been told who complained. So, think hard if you want your boss to know you complained about them later on down the line, when layoffs or other changes are needed.

A Manager Is Out To Get Me, Can I Save Myself?

Personality conflicts are a constant in newsrooms. There are no shrinking violets and bluntness reaches new levels. That said, there are times when it is obvious you aren’t just having a heated, “in the moment”, run in with a boss. Sometimes that boss is singling you out and trying to wear you down.

Since this business is extremely subjective it is hard to fire people. And despite what you might think, most corporations try to avoid firing when possible. To an employer firing someone means paying unemployment as well as bankrolling a job search. That’s not great for the bottom line. Many corporations also fear lawsuits from firings. So a common route to get rid of someone is to make their lives so miserable they walk out to spite the station. Managers count on this. But in this day and age, with such awful future job prospects, you probably want to avoid letting your temper get the best of you. So here’s how to live with the daily grief.

Document. This is true no matter what particular manager you are talking about. You want to be able to show that the boss was unclear with expectations. This is key because it helps eliminate “cause” (i.e. – a violation of written or well established policy or job duties) if you are fired. Most newsrooms are too disorganized to provide two key things to protect themselves: detailed job descriptions with a listing of duties, and reviews. Without them, companies are more likely to have to pay out unemployment and possibly part of your contract to get you to go away. The reason: they cannot show “cause” unless you don’t come to work or clearly violate a company policy or do not live up to your job duties. Without a listing of your job duties and clear cut daily expectations, companies back themselves into a corner. So if you have a manager that seems out to get you, make sure you ask what the exact expectation is each day. That means when you get an assignment from that manager you end the conversation with, “So you want me to get this interview and package this way at this time?” Then write notes on the conversation and any follow-ups so you have documentation. Often as the day progresses much of what you discussed changes. Does the manager or a producer call with the changes? Often the answer is no and that works in your favor if someone is after you. Newsrooms are notorious for being disorganized. So when the end of the day comes and the manager calls and chews you out, you now have a legitimate response. Listen, then let the person know that no manager, producer or assignment editor told you about the changes in expectations and that this oversight inhibits your ability to do your job. Then you again write down the manager’s reaction to this conversation. Make sure each time you document you include who called you, when and what they said. Yes, this is tedious. However, it may give you great leverage if you end up in human resources, being called on the carpet. You want to be able to show a pattern of the manager changing the expectations or job duties, with no warning, causing you to be unable to perform your job properly. The same is true if you are an anchor or producer. Anchors, make sure you figure out if you are required to copy edit for fact errors in your newscast. That is a key area where you could be set up. Producers, demand that managers define the audience and writing style of your show. Try to get those definitions in writing. A great way to do that is to design a format template that lists types of stories placed in specific positions in the rundown. Have a manager sign off. That helps you create a job description and expectation. If the playing field changes and you are not told to alter that template, it can help you protect yourself.

If a manager seems out to get you and that person oversees a particular day part, try to get a schedule change. Turnover is always happening and you can use that to your advantage. If possible establish a good relationship with the manager on the shift where you want to work. That way if someone quits, you can ask for a switch and possibly get out of the bad situation before the manager that hates you can build a case. Problem (often) solved!

Try to make sure when the manager threatens you, it is done in front of witnesses. Remember, with most companies, you have the right to a witness when you sit down with a manager behind closed doors. Most managers are taught to do this for their own protection and they are not going to offer you the same protection. Usually a manager brings in another newsroom manager. If that’s the case you can ask for the human resources person to come in. The human resources person will probably side with management, but they are also very aware of corporate policies. If that person sees that the manager simply has a personality conflict with you for example, the manager will often get a warning behind closed doors. If you can show that you were not given a clear directive that day and are now getting in trouble, the manager will probably get a lecture behind closed doors. If you are still leery of having human resources present there are other options. If you are an anchor, your co-anchor could be a witness. Reporters can have the photojournalist they worked with present. Producers could ask an assignment manager or another producer to witness the conversation. Having a co-worker present helps, because it ups the ante on the manager to exactly follow corporate policies. If that person makes an error, you may have bought yourself enough time to find another job before you get the axe.

Fight fire with fire. Confront the manager in a non-attacking way. That sentence seems contradictory, but it’s not. Here’s what to do: Come in early or stay late one day and sit down one-on-one with the manager that is giving you hell. Say you want to clear the air. Let the manager know you respect him or her and the job the person does. Often the manager will then fess up that you are not the problem, it’s actually a litany of other things. The supervisor may even apologize for jumping on you. No matter what, this conversation lets the manager know you are there to do a job and are willing to grow. Again, it gets back to the manager’s responsibility to let you know about your job performance and what you can do to get better. If the manager gets defensive and starts telling you that you stink and why, then you know where this person really stands and it’s time to get a witness for all future conversations.

Research this manager and find out the person’s quirks and weaknesses. It is possible that you have a habit that gets on the person’s nerves. If you can change your habit, the person may back off. It really is a small price to pay when you consider the difficulty of trying to find a new job in the current economic climate.

If it’s the news director who seems to be coming after you, try to lay low especially if you are working at a chronic third or fourth place station. These stations tend to go through news directors often. So, odds are high in these stations, that if you can avoid the news director’s ire, he/she will be gone before you will. Again, document, stay quiet and show up for work on-time. Make it hard for them to let you go without some sort of compensation. If the news director says you stink at producing, ask to work on the assignment desk. If the ND says you are a bad anchor ask to report. Buy yourself time to job hunt. Some news directors are disarmed if you fight to stay and will give you a shot at the other job for a little while.

Finally, if you are fired, write a thank you note to the manager that had the problem with you. Yes, write a “thank you” note. Make it brief and complimentary. Tell the person you appreciated the chance to work at that station and under that manager. Wish that manager luck in future endeavors. This is hard to do, but it might keep the boss from blackballing you later, when you’re looking for another job. Remember, this business is very small and everyone knows everyone else. Taking the high road never hurts you and could keep that now ex-boss from burning you again and again.