By Paul Thurst, on September 28th, 2010 2 comments
There seems to be a growing trend lately; Stations that had previously separate programming being simulcast. There are two big ones around here: WGY and WHRL and WPLJ and WXLM.
Lets begin with the first one: WGY, now WGY AM/FM.
WGY (Clear Channel Communications) has been the regional power house since it’s inception in 1922. It consistently ranks in the top 5 arbitron ratings for Albany/Schenectady/Troy NY and is well received in the community. It carries the standardized Clear Channel talk radio format of Limbaugh, Beck, Hannity, etc. As of September 20th, WHRL 103.1, class A licensed to Albany changed it’s call sign to WGY-FM and began simulcasting WGY 100%. 103.1’s 60 dBU contour is entirely within WGY 2.5 MV/M contour.
It would seem that radios, even bad radios, would have no problems picking up WGY’s signal within the 103.1 listening area. According to Clear Channel Management:
The decision to simulcast our 24-hour news/talk format on the FM will open up our content to an even wider audience. Despite the huge audience we currently enjoy, the fact is a significant portion of the Capital Region audience never thinks to visit the AM dial.
There is some small amount of truth to that statement; the younger segment of the population generally never listens to AM. Yes. The reasons, however, are not just because it is AM and they are prejudice. More likely, there is nothing on the AM dial that interests them. Satellite syndicated talk is not everyone’s cup of tea, so to speak.
The other side of the coin is the former WHRL had an alternative rock format, which never did all that great (I have a theory on why Alternative Rock, AAA and other such formats never get good ratings, but not right now). They also had a station staff, which by the time they pulled the switch, was down to one person. The Capital District Business Review notes:
According to BIA/Kelsey, a media research firm in Chantilly, Va., WGY did about $2.8 million in revenue in 2009. WHRL took in about $875,000.
Which is really not bad for a class A FM in market #63, during a recession. Apparently, not good enough however.
The second example in our little story is that of WPLJ and WXLM. WPLJ 95.5 (Citadel Broadcasting) is of course one of the heritage FM stations in Market #1. WXLM 104.7, now known as WELJ broadcast from the far eastern end of Long Island (Market #18), so the respective coverage areas do not over lap. Prior to September 24th, that station was doing a News/Talk format.
That end of Long Island is pretty affluent, a local (unique) station might even prosper. In fact, up until 2003 it did quite well for itself, then known as “The Beach.” However, nothing lasts forever and in 2003 Citadel Broadcasting purchased the station.
It has gone through a number of changes since then, most recently a syndicated news talk format. Unless I am missing it completely, the last ratings period, this station did not even show up in the book. As of September 21, it began to simulcast the co-owned out of market AC station, likely for the drive by PPM listeners in it. Again, no word on the fate of the former radio station’s staff (if there was one).
So what gives? Consolidators have already cut staff levels to the bone with voice tracking, syndication and automation. Even a voice tracked syndicated station still need some staff members; the occasional morning show, somebody to do promotions, some form of program direction do to things like music logs and other such behind the scenes work. Staff require salaries and salaries are expensive. Anyone that has ever looked at a companies P&L can tell you, salaries are the number one expense. If, however, the entire format is blown out, and something can be plugged in to fill the void that costs nothing and has no overhead and no staffing, well, now they are really saving money. That money from reduced expense is much better (far easier) than actually earning more money and it goes right to the bottom line.
This never ending drive to reduce expenses at the expense of everything else drives programming quality and thus entertainment value down. Who wants to listen to radio and be bored? Not I. This continuing trend is what will ultimately spell the end of terrestrial radio.
Radio stations, at least when I first started in this business, were always upbeat happy places. Even in the worst of times and conditions, there were enough characters around to keep things lite, even if it was sometimes gallows humor. Back then, radio was an entertainment business, and who better to practice on then each other. Working late at night on a crappy transmitter, there was usually plenty of company and pizza. Even though the pay was low, the perks normally made up for it; diner or a movie trade for overtime, etc. In short, it was a fun place.
That was then, this is now: There is no fun in radio anymore, anyone who attempts to have fun will be disciplined or fired. Here are fifteen ways to ruin your staff’s moral if you think they are having too much fun:
Give the general impression that you don’t care about them, or better yet, don’t care about them.
Slowly erode whatever benefits are left. Start with vacation time, reduce it by 1/3 or more. Force give backs on sick days and personal days.
Stop 401k matching contributions.
Make them pay a greater and greater share of health and dental “benefits.” Make sure the benefits have very high co-pays and yearly deductables.
Place the blame squarely on other shadowy exterior forces such as “The Banks.”
If the employees really have you up against the wall, fire the general manager then blame him/her for every bad thing that has happened in the last ten years.
Don’t give raises. Make an announcement at the Christmas Party that there will be no raises this year.
Micro-manage. Make sure that every decision to do anything, no matter how small or insignificant, is run by you first. No one is capable of independent thought or action. Delay everything for no purpose whatsoever, just to show them who is boss.
Fire all senior staff members because they are making too much money.
Don’t replace terminated employees, rather spread the work around to those left.
Continually ask the staff why it is taking so long to get their work done, hang around and offer meaningless suggestions on how to be more efficient.
To motivate sales people, attend sales meetings. Make each sales person stand up and state what their budget is, whether they are meeting it and what steps they plan to take if they are not. Have the spread sheet in front of you in case they lie.
Do not to any building maintenance: Roof leaks? Wear a rain coat. Furnace doesn’t work? Keep your coat on. Don’t have a coat? Here’s the address for the Salvation Army. Floor rotting out in the production room? Watch your step, else you may have to crawl through the spider webs under the building to get out.
Strongly “suggest” that all employees should work two Saturdays per month. If you think they are not meeting that “obligation” harass them every opportunity you get, e.g. the men’s room, staff meetings, the hall way, call them on Saturday at home and ask when they might be coming to work, etc.
If anyone complains, tell them the are lucky to have a job and if they don’t like it, they know where the door is.
Those are the best fifteen, there are many more. These are tried and true methods that have worked wonders for my former employer’s moral. Not so much, however, the staff. Those poor bastards.
You know, when your job interview seems a little off, perhaps it would be better to seek employment elsewhere:
Sign No. 1: Conspicuously posted vision or value statements are filled with vague but important-sounding words like “excellence” and “quality”
These words are seldom defined and the concepts they allude to are never measured.
Sign No. 2: Bringing up a problem is considered more as evidence of a personality defect rather than as an actual observation of reality
In a dysfunctional company, what it looks like is not only more important than what it is, it is what it is. If you don’t believe that, you are the problem. A surprising amount of information is classified. Dysfunctional companies have more state secrets than the CIA. Anything that might embarrass the boss turns out to be a national security issue.
Sign No. 3: If by chance there are problems, the usual solution is a motivational seminar
Attitude is everything, especially in places where facts are embarrassing or inconvenient. In a dysfunctional family, there’s an elephant — usually a drunken abusive parent — in the parlor, but no one ever mentions him. To appear sane, you have to pretend that the elephant is invisible, and that drives you crazy. Businesses are full of invisible elephants, too. Usually they are things that might cause difficulties for people with enough clout to prevent their discussion. The emperor may be naked, but if you have a good attitude, you won’t mention it.
Sign No. 4: Double messages are delivered with a straight face
Quality and quantity are both job one. You can do it both cheaper and better, just don’t ask how. If you’re motivated enough you should know already.
Sign No. 5: History is regularly edited to make executive decisions more correct, and correct decisions more executive than they actually were
Those huge salaries require some justification.
Sign No. 6: People are discouraged from putting things in writing
What is written, especially financial records, is purposely confusing. You can never tell when you might need a little deniability.
Sign No. 7: Directions are ambiguous and often vaguely threatening
Before you respond to a vague threat, remember this: Virtually every corporate scandal begins with someone saying, “Do it; I don’t care how.” That person is seldom the one who gets indicted.
Sign No. 8: Internal competition is encouraged and rewarded
The word “teamwork” may be batted around like a softball at a company picnic, but in a dysfunctional company the star players are the only ones who get recognition and big bucks.
Sign No. 9: Decisions are made at the highest level possible
Regardless of what it is, you have to check with your boss before doing it. She also has to check with her boss.
Sign No. 10: Delegating means telling somebody to do something, not giving them the power to do it
According to Webster’s Dictionary, you delegate authority, not tasks. In dysfunctional companies you may have responsibility, but the authority lives in the office upstairs.
Sign No. 11: Management approaches from the latest bestseller are regularly misunderstood to mean what we’re doing already is right on the mark
“Seven Habits of Highly Effective People,” “Good to Great” and “Who Moved My Cheese?” all seem to boil down to, “quit griping and do more with less.”
Sign No. 12: Resources are tightly controlled
Your department may need upgraded software, but there’s been a spending freeze since 2006. Cost control is entry-level management, but in a dysfunctional company anything more sophisticated is considered too touchy-feely. Whatever you propose, the first question you will be asked is if it can be done cheaper.
Sign No. 13: You are expected to feel lucky to have a job and know you could lose it if you don’t toe the line
Dysfunctional companies maintain control using the threat of punishment. Most will maintain that they also use positive rewards … like your paycheck. A few people are actually fired, but most of those who go are driven to quit.
Sign No. 14: Rules are enforced based on who you are rather than what you do
In a dysfunctional company, there are clearly insiders and outsiders and everyone knows who belongs in each group. Accountability has different meanings depending on which group you’re in.
Sign No. 15: The company fails the Dilbert Test
Dysfunctional organizations have no sense of humor. People who post unflattering cartoons risk joining the ranks of the disappeared. When an organization loses the ability to laugh at itself, it is headed for big trouble. If you’d get in trouble for printing this article and posting it on the bulletin board at work, maybe it’s time to look for another job before this one drives you crazy.
A pessimist sees the glass as half empty. An optimist sees the glass as half full. The engineer sees the glass as twice the size it needs to be.
Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances.
~1st amendment to the United States Constitution
Any society that would give up a little liberty to gain a little security will deserve neither and lose both.
The individual has always had to struggle to keep from being overwhelmed by the tribe. To be your own man is hard business. If you try it, you will be lonely often, and sometimes frightened. But no price is too high to pay for the privilege of owning yourself.
Everyone has the right to freedom of opinion and expression; this right includes the freedom to hold opinions without interference and to seek, receive and impart information and ideas through any media and regardless of frontiers
~Universal Declaration Of Human Rights, Article 19
...radio was discovered, and not invented, and that these frequencies and principles were always in existence long before man was aware of them. Therefore, no one owns them. They are there as free as sunlight, which is a higher frequency form of the same energy.