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Kert Sterling the latest Emmis cut
- Thread starter mouseman
- Start date
Totally agree.mouseman said:
i'm an insider and i feel a positive energy in the air on Monument Circle.
B
badstevie
Guest
Hold on here. So far there have been what, two hires who'd also worked at Susquehanna? This is very typical for any radio market. People feel comfortable hiring people whom they know to do a good job, and a lot of very good people worked at Susquehanna. Cumulus is doing their best to rid their building of quality employees and naturally they're going to land at the other companies. Take Entercom: So far Jenny has hired Julie R. and Scott Roddy, both of whom she worked with at...you guessed it...Susquehanna. That makes the score even, I think for Emmis and Entercom on "insider hiring."
I have heard from several former Emmis folks. Thye say that because they hadn't worked with Charlie in the past they got a Mel Gibson "I'm in Lethal Weapon and I'm ready to go off on you" look from Charlie and new hires.
Some have no bad experience with Charlie, just no experience.
One person reported being told : "You know where the elevator is." Cool individually crafted elevators by the way.
Poeple with decades of service treated like disposable diapers. This is the legacy of radio. Just never expected Jeff to let it happen at Emmis. This is the sad part. Jeff isn't a bad guy and has always operated differently than most of the companies in town. His name unfortunately is attached to the mess because he is where the buck stops.
Charlie is a great manager with a good track record. If you can't motivate the staff you have fire them. Good game plan. Not giving them a chance to see your vision is like every other corporate radio group in America.
Entercom has already trashed their staff that had any lasting value except Smiley who has been offered much less money than he had been making. Where will he go? Out of market. 170 mil sale price and no cash flow. WOW.
Are things so bad at Emmis long time staff has to be canned? All of the people fired reported they knew they needed to be looking for a job as soon as the new crew entered the building.
Some have no bad experience with Charlie, just no experience.
One person reported being told : "You know where the elevator is." Cool individually crafted elevators by the way.
Poeple with decades of service treated like disposable diapers. This is the legacy of radio. Just never expected Jeff to let it happen at Emmis. This is the sad part. Jeff isn't a bad guy and has always operated differently than most of the companies in town. His name unfortunately is attached to the mess because he is where the buck stops.
Charlie is a great manager with a good track record. If you can't motivate the staff you have fire them. Good game plan. Not giving them a chance to see your vision is like every other corporate radio group in America.
Entercom has already trashed their staff that had any lasting value except Smiley who has been offered much less money than he had been making. Where will he go? Out of market. 170 mil sale price and no cash flow. WOW.
Are things so bad at Emmis long time staff has to be canned? All of the people fired reported they knew they needed to be looking for a job as soon as the new crew entered the building.
"If they want you to cook the dinner, at least they ought to let you shop for some of the groceries."
-- Bill Parcells
-- Bill Parcells
badstevie,
Your math's not correct, but it's no big deal. Lisa J., Bob R., and recently David W. make the scorecard Charlie 3, Jenny 2.
BUT, the bigger difference in my book is that Jennifer S. hires at Entercom haven't necessarily come at the expense of others being fired.
It's absolutely true that some in management feel more comfortable with folks around them that they believe in, that they trust will march in step with their management philosophy. That's not all that hard to accomplish. But before you label anyone a "great manager," I would argue that a great manager is one who gets the most out of EVERYONE around him/her, new and pre-existing staff , who's able to nurture EVERY employee to the best of their abilities, and trust and appreciate their best effort - and NOT someone who simply gets to pick and choose inner circles of allies and the rest be damned.
You are messing with people's lives! That's a lesson I thought Susquehanna managers would have learned when Cumulus changed many lives on North Shadeland. It's a lesson that didn't sink in with some.
And by the way, folks can read through the polished fake friendly fascade -
Your math's not correct, but it's no big deal. Lisa J., Bob R., and recently David W. make the scorecard Charlie 3, Jenny 2.
BUT, the bigger difference in my book is that Jennifer S. hires at Entercom haven't necessarily come at the expense of others being fired.
It's absolutely true that some in management feel more comfortable with folks around them that they believe in, that they trust will march in step with their management philosophy. That's not all that hard to accomplish. But before you label anyone a "great manager," I would argue that a great manager is one who gets the most out of EVERYONE around him/her, new and pre-existing staff , who's able to nurture EVERY employee to the best of their abilities, and trust and appreciate their best effort - and NOT someone who simply gets to pick and choose inner circles of allies and the rest be damned.
You are messing with people's lives! That's a lesson I thought Susquehanna managers would have learned when Cumulus changed many lives on North Shadeland. It's a lesson that didn't sink in with some.
And by the way, folks can read through the polished fake friendly fascade -
Easy Mousey! Dave Edgar was not fired. He left to become OM for CC/Pittsburgh. Then Bob Richards replaced him. The person Lisa Julleret replaced left of her own accord to go back into sales. Only Kent Sterling was fired. Have you heard WIBC? It is a horrible radio station. It seems that you have a personal issue with Mr. Morgan. Time will tell if these were the right hires.
Edgar knew he was toast. Richards was already in the building nosing around. Writing - wall. Same with the others. This is a nuance you forgot. Jeff Goode's been changing the processing too. He isn't on staff - yet.
Change the employees minds not their location to out of the building.
Change the employees minds not their location to out of the building.
Attn Haters: I did some checking today. Edgar resigned during Mogan's first week. The Clear Channel job was in the works well before Morgan got there. Edgar is also from the Pittsburgh area. He was going home.
Also the new PD of WIBC is Alan First who has a long N/T background including WLW and he never worked for Susquehanna.
Also the new PD of WIBC is Alan First who has a long N/T background including WLW and he never worked for Susquehanna.
That could be good or bad. If he adds some of the 'polish' that WLW is known for, that'd be good. But if he tears down the strict wall that keep Sports & Sports Talk off of WIBC, that would be a bummer in my book.Dingy Harry said:
Harry,
Attention Haters Really?
It seems you're the one with the axe to grid if you perceive any bias against Brian Smith [that is his name, actually] on this board, at least by me.
I've simply stated that I disagree with the decision to turnover existing staff to any significant degree in such short order - a great manager [using your words] takes anyone and everyone and elevates their game. Bob, Dave, Lisa - they are all VERY good at what they do. Who wouldn't want that staff in place?! That's an "all star lineup." They'll certainly improve Emmis' game on the Circle.
You spin the Emmis departures any way you want - however, the ultimate cause and effect was the reality that the new Market Manager was going to make these changes sooner than later, and that, my blogging friend, meant that existing employees were going to get hurt whether they deserved it or not. And that, in my humble opinion of one, does not make a great manager. The same thing happened at Susquehanna - some folks left early...avoiding the axe, that's all.
I criticize the necessity of so profounding altering good people's lives - and ANY manager who does this. I certainly disagree with your opinion that this makes Charlie/Brian a great manager :-\
Attention Haters Really?
It seems you're the one with the axe to grid if you perceive any bias against Brian Smith [that is his name, actually] on this board, at least by me.
I've simply stated that I disagree with the decision to turnover existing staff to any significant degree in such short order - a great manager [using your words] takes anyone and everyone and elevates their game. Bob, Dave, Lisa - they are all VERY good at what they do. Who wouldn't want that staff in place?! That's an "all star lineup." They'll certainly improve Emmis' game on the Circle.
You spin the Emmis departures any way you want - however, the ultimate cause and effect was the reality that the new Market Manager was going to make these changes sooner than later, and that, my blogging friend, meant that existing employees were going to get hurt whether they deserved it or not. And that, in my humble opinion of one, does not make a great manager. The same thing happened at Susquehanna - some folks left early...avoiding the axe, that's all.
I criticize the necessity of so profounding altering good people's lives - and ANY manager who does this. I certainly disagree with your opinion that this makes Charlie/Brian a great manager :-\
B
badstevie
Guest
Is David W. really back in radio and working at Emmis full time? Doing what job? (And if so, mouseman, who exactly was fired without reason to make room?)
(Disclaimer: I am not an employee of any of the stations or companies discussed in this thread.)
I disagree with mouseman's premise.
I disagree with mouseman's premise.
A great manager succeeds by fulfilling or exceeding the expectations of the ownership/upper management. A great manager evaluates the resources available and employs those that help her/him achieve that goal. People are resources, just like transmitters and remote vehicles and marketing budgets and brand names. Sometimes, those resources have to be redeployed. That happens in business, in sports. And in radio, it's a VERY difficult time. Lives are profoundly altered EVERY DAY! Some stations are reporting revenue decreases of 20%. Sales folks used to making 6 figures are struggling to make high 5. Did Emmis hire Charlie Morgan to "raise anyone's and everyone's game" or did they hire him to manage a cluster and make them some money? Take off the rose colored glasses, friend.
radioboymark said:
High 5 sounds pretty damn good to all those only getting $390 a week max. from the State of Indiana.
radioboymark,
They ain't "rose colored glasses" if I'm doing it every day. ;D
Managing stations profitably and being a good personnel manager are not mutually exclusive.
Your description of what it takes right now is the job description for an accountant - re-allocating resources, blah, blah, blah. People are just like transmitters...REALLY? Wow.
Leaders get the most from people, not inanimate objects. Leaders cannot motivate, empathize, create vision for CAP EX projects, like transmitters and remote vehicles. Leaders recognize their personnel for what they are, and help them. They don't look at them like disposible resources.
Now, I've let people go. Some people simply don't want to do the job. But, unless I'm mistaken, those who have been shown the door at Emmis are, for the most part, not casualities of bad work habits - just "philisophical differences" with new management who want to create space for theirs.
PLEASE, don't tell your people [if you have people] that they're like transmitters and old remote vehicles, disposible. :'(
They ain't "rose colored glasses" if I'm doing it every day. ;D
Managing stations profitably and being a good personnel manager are not mutually exclusive.
Your description of what it takes right now is the job description for an accountant - re-allocating resources, blah, blah, blah. People are just like transmitters...REALLY? Wow.
Leaders get the most from people, not inanimate objects. Leaders cannot motivate, empathize, create vision for CAP EX projects, like transmitters and remote vehicles. Leaders recognize their personnel for what they are, and help them. They don't look at them like disposible resources.
Now, I've let people go. Some people simply don't want to do the job. But, unless I'm mistaken, those who have been shown the door at Emmis are, for the most part, not casualities of bad work habits - just "philisophical differences" with new management who want to create space for theirs.
PLEASE, don't tell your people [if you have people] that they're like transmitters and old remote vehicles, disposible. :'(
the positive vibe in the air at Emmis is getting better every day.
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