Even Station Managers Should Be Evaluated Regularly

Dave Edwards

February 29

I've written about the importance of stations conducting performance evaluations of staff members to set future goals and assess performance on previous goals.

But even general managers need to be evaluated.

No one should be exempt from knowing how their work is being assessed.

If you are a station manager, your board or boss should establish a formal review of your work. Your performance should be measured against goals set for you and your organization.

In addition, because you want to grow as a leader, you might want to engage in a "360 Evaluation Process."

A "360 Review" can typically be managed by an outside facilitator, board chair, or your institution's Human Resources Department.

A "360 Review" will allow you to receive feedback on your performance from your supervisor, peers, co-workers, and others. A series of questions aligned with your goals, mission, and values is asked of your raters. The feedback from the raters is confidential and summarized before it is given to the manager and that person's boss.

Typical questions include:

· - Whether the person keeps control of their emotions in high-pressure situations.

· - Does the person behave ethically?

· - Does the person act professionally?

· - Does the person communicate effectively?

· - What is the person's primary strength?

· - Describe an area of improvement for the individual

· - How has the person progressed towards meeting goals 1, 2, 3, etc?

· - Does the person treat people with respect?

· - Is the person open to change and innovation?

A "360 Review" should be only one part of an evaluation. Once the results are discussed between the individual and the supervisor, an agreement over improvement should take place. Training to help the individual is also essential. The document and the agreement should be confidential and never shared with the staff or the raters.

Some managers might consider being evaluated by their direct reports or peers off-putting, but it can be a very important part of a person's professional improvement.

This post was excerpted from my book, "The Public Media Manager's Handbook."

Dave Edwards managed WUWM Milwaukee Public Radio for over 30 years and was Chair of the NPR Board of Directors. He now advises public media stations and professionals. Find out more HERE.