How Director Should Co-ordinate with Technicians



In days gone by, a young man would enter the workforce and go to work for a company at the ground floor. Some 40 to 60 years later, he would retire from that very same company and be grateful for the golden watch and pat on the back. He might have never moved up and perhaps never experienced the glory of high job satisfaction, but he most likely did at least the minimum he was expected to do and above that was at the beck and call of the boss. Times have changed. Job hopping is a given and a failure to keep the boss happy through the fulfillment of demeaning tasks, such as walking the boss’ dog after hours, is no longer a consideration. As a matter of fact, with the enactment of several labor-related laws and statutes, technicians today are protected from the behavior of the boss of old, which in some cases is best described as whimsical and capricious.

If you are a successful video producer, you know that there are never enough hours in the day to get all tasks completed for your video production company. In order to be successful, you have to learn how to manage your time more efficiently. As a director, it is very important to effectively co-ordinate your technicians to ensure they deliver effectively

In some cases this had led directors to almost feel like they have entered into an adversarial relationship with the very staff that is working in their businesses! This does not have to be the case and making the director-employee relationship flourish in 10 easy steps is not only possible but quite simple indeed.

1. Take note of what your technicians are saying. Complaints can be gateways to higher productivity and accessibility to the ear and time of the boss is the best guarantee for loyalty.

2. Eschew a dictatorship style of decision making and instead give technicians some say in the ideas that you are implementing, especially when you are not so sure if your idea is really good or workable.

3. Offer upward mobility and also lateral moves to allow technicians to grow.

4. Make it interesting. An employee who is not challenged once in a while will grow bored and productivity will take a serious dive. Challenges shake things up and keep things interesting.

5. If funds permit, offer tuition reimbursements for your technicians.

6. Realize that just because you are single and live at the office for 20 hours out of 24, your technicians are not. Do not expect a worker to compromise his or her personal life and family time in an effort to squeeze out the last drop of productivity from a day.

7. Teach your technicians new ways of doing things, new skills, and also new ways of seeing things.

8. Keep a tight reign on your temper. The Golden Rule applies at the workplace just like at home. Treat your technicians the way you would want to be treated yourself. This will usually entail respect, dignity, and the permission to fail coupled with the forgiveness to try again.

9. Make it known that you are a family focused company and follow through. Talk is cheap; time off for the employee’s kid’s parent appreciation tea at the school is gold!

10. Build your technicians’ confidence in yourself by being honest. Stay out of office politics, do not get involved with underhanded business practices, and do not use people.