Baker Mayfield and Tom Brady had a public beef play out earlier this week that was essentially about a generational difference in leadership styles. It led to a predictable debate where people took sides. While personally I lean toward the guy with seven rings, I don’t think Baker is all wrong and there are lessons both can teach radio.

A lot of good has come from the advancements we’ve made in society over the past thirty plus years and that’s certainly trickled down to radio. Program Directors no longer scream at their on-air talent or throw things. Salespeople aren’t hired for their looks. GMs don’t laugh out loud when someone asks for a mental health day. All of those are of course good changes that needed to happen. But, like all advancements in society sometimes things can be taken too far. Which leads a lot of owners and managers to ask themselves this question. Is it possible to create a healthy company culture and still dominate the competition? I believe it is in fact possible, but it’s not easy. Here are five steps to do that.

1. Set goals for everything and share them. Multi-market groups should have an overall goal for the company that everyone is made aware of as well as regional goals for larger groups. Local markets should have their own local goals that are explained to everyone on staff, full and part time. Each station and show should have their own as well. Plus, in one-on-ones with their employees managers should ask about each employee’s individual goals so everyone knows what we’re all working for and toward. Then we should tie all those goals together with incentive structures for overperformance at each level.
2. Core values aren’t just buzz words consultants and HR people like to say, they are incredibly important. Companies with core values that are lived and not just written on a wall are much more likely to stay on course working toward their shared goals. Companies without core values are generally rudderless and at the mercy of the current. If you’ve ever been inside the building of a company, either a successful sports team or any kind of very successful business, you can literally feel it the second you step foot inside. It’s in the air and in every interaction. It’s hard to describe but it’s real. Conversely, we all get the exact opposite feeling when we step inside a company that has clearly lost their way. How many times have we all walked into a restaurant and said to ourselves, this place will be closed in six weeks tops. That’s the difference core values make in an operation.
3. Clear policies on what’s accepted and what isn’t. We can be sensitive to our employees needs without crushing our bottom line and killing our productivity during crucial months. To do that we have to clearly define all of our policies on time off, compensation, benefits, digital, conduct and more. Furthermore, we have to spell out the consequences for violating those policies and enforce them consistently so we’re not setting a precedent that employees looking to work the system to their advantage can point to.
4. Leave room for fun. Radio is after all in the entertainment industry. Goals, core values, and policies are all necessary but none of them are fun. Neither is a whole host of other aspects of any radio job. So, although it may sound silly to some. There is a BIG benefit in companies doing things that break the monotony of the job up with some fun, like get togethers in and out of the office, conventions, special interest clubs (books/wine/food/sports/etc), theme days and a lot more. It may sound corny, and some will absolutely make fun of it, but it’s important to try and involve everyone. Even if groups have to start small and build as budgets improve, it will still make an impact.
5. The buy in. After all of those things are in place we’re ready to create a winning team culture. Employees know what’s expected of them, what the company stands for and what it’s trying to accomplish at each level. Most importantly they know what’s in it for them if those things are accomplished. It’s at this point, and only at this point, that we’ll get buy in from virtually everyone in the entire operation. This will allow us to create a for the company, for the station, for the show mentality across the board. I say virtually everyone because there will always be one or two percent who refuse to buy in regardless of how well everything is run and spelled out. Those are the people who should be cut so they can find a place that better aligns with their values and interests.

What do you think? How have you created a healthy company culture that wins? Comment below or email me at Andy@RadioStationConsultant.com.

Pic designed by LightFieldStudios for Envato Elements.