Dealing with a team member who ignores feedback during editing. Are you ready to address the issue head-on?

I have crossed paths multiple times with editors who were not too keen on receiving feedback. Roughly, they fall under two categories: - veterans with confidence levels bordering arrogance, and - highly insecure beginners. With a veteran, the only approach that has proven effective has been head-on communication. Less sugar coating, more expressing of the actual reason for dissatisfaction with the current output. And an agreement for at least one follow-up. With a beginner, it's worth reminding them that the project and the responsibility are shared among different team members, so the current feedback is not only on them 'messing up'. It's normal, new people anywhere are stressed out even without the added 'pointed fingers'.

In my experience, team members who disregard feedback during editing often have a strong personal creative vision that may diverge from the project's goals. Their extensive experience has shaped their approach, leading them to believe their methods are always correct. It's crucial to approach this issue with empathy, listening to their perspective and vision while explaining why editing adjustments are necessary. Offering targeted solutions can bridge the gap and foster collaboration.

Creative differences are normal. In fact I have learnt the best and evolved when I have had difference of understanding with my colleagues. What is needed is to keep aside personal opinions and conflicts and focus on the best outcome. A pause on what you think and an open ear for others opinion is important to reach the best outcome.

Send a meeting request for 15 minutes, or work with the person’s assistant (if they have one) to get a short block of time on their calendar. Then you can ask for what you need while you’re sitting right in front of the person.

Clear communication is key in any situation. Remember everyone communicates differently as long as they are not crossing the line don’t take their responses personal. However, if something feels off in a conversation or situation ask for clarification in private. Avoid being combative

Rejecting someone's idea can often come across as neglecting their input. To avoid this, communication must be clear and considerate. Understanding the person's motives allows us to provide more directed and constructive feedback. For example, we once had a disagreement between two department heads, each demanding conflicting resources for their departments, both believing it would yield the best results. By understanding how each department could benefit and the overall impact on the project, we were able to allocate resources more effectively. This made it easier for one department to make concessions, as it was the best decision for project. Conflicts often arise from a lack of communication and understanding of the underlying motives.

It is important to have concise and concrete communication within the team. Instead of providing vague comments here and there, the feedback must be aligning to the project's main goal. Specific, direct and workable constructive feedback is the core for successful collaboration and team work

In my experience directing and being a DP, I find communication being key to get the best results. I’ve found that in production not always there’s a right and wrong way of doing things, it’s a matter of a vision, or preference, and that’s why it’s important, when someone brings you a suggestion to sit down and discuss it with an open mind. When you are in charge you’re not a dictator, you’re guiding a crew to what you think should be the end result. By communicating with your crew they might see your vision and be more on board to achieve it, and also they might see something you overlooked because you were so focused on the path you planned.

This is indeed a clear sign. Effective communication is indeed essential for resolving team conflicts, particularly when feedback is being overlooked. It’s important to offer constructive criticism that is clear, specific, and directly tied to the project’s objectives.

Clear expectations are crucial in any industry, especially in film production. They provide a roadmap for goals, quality standards, and deadlines, minimizing misunderstandings and fostering a collaborative environment. Thus, initiating a kick-off meeting at the project's outset is essential. In the film industry, such meetings include script readings, where actors and directors align on character interpretations; production meetings, which outline schedules and logistics; storyboard sessions for visualizing scenes; concept meetings to establish artistic direction; and table reads with the crew for understanding narrative dynamics. Each meeting ensures everyone is accountable and aligned, enhancing teamwork and project success.

One thing I stand for is work ethics and effectiveness. This is how I want to give my product quality. So I make sure to take time and explain my team the effectiveness of feedback. I stand firm and make sure every level of team from heads to associates take feedback and follow it. I also worked on policies.

Set expectations but not preconceived solutions. You are working with creative people, you're paying them to be alternative, challenging, critical, alternative.... creative! Encourage a collaborative, positive team ethic, where failure and rejection can be normalised, to tease out those often buried, forgotten, ignored ideas that aren't voiced in an opressive, judgemental environment.

Sure, It’s essential that every team member comprehends the editing process, the required standards, and the importance of integrating feedback. Clearly defined expectations make it simpler to hold team members accountable and help them recognize the significance of their role and the potential impact of neglecting feedback. This clarity fosters a more productive and cohesive team environment.

Support within the film industry is essential for nurturing a productive and proficient team. Sometimes, a lack of response to feedback can be attributed to team members feeling unsupported or inadequately skilled. By offering resources such as specialized training workshops or providing mentorship opportunities, production teams can significantly enhance their members' abilities. This investment in their professional development not only resolves immediate challenges but also empowers them to excel in future projects. Ultimately, fostering such a supportive environment cultivates a team that is not only more capable but also more cohesive, contributing to the overall success and quality of film productions.

Every project is different, every team is different. Maybe your editing colleague is feeling overwhelmed, inadequate, inexperienced, daunted by expectations or ignored. Maybe their last project was a huge success and they aren't feeling this one. Maybe their last project was a dismal failure and they're not feeling this one either. Talk, encourage, assist, develop, empower, feed back positively, repeat.

A lack of response to feedback can often result from feeling unsupported or lacking the necessary skills. Providing resources, training, or mentorship can significantly enhance your team member’s editing abilities. By investing in their development, you not only resolve the immediate issue but also empower them for future projects, leading to a more productive and capable team.

It isn't easy to take feedback. Feedback is given for positive results but the process isn't enough. Doesn't mean that team can work on self and work on project at the same time. To get efficient results it is necessary to offer support and stand by them in the process towards positive outcome

Kein Projekt und kein Team ist gleich. Vielleicht fühlt sich dein/deine Kollege/Kollegin bei der Bearbeitung überfordert, unzulänglich, unerfahren, von den Erwartungen eingeschüchtert oder einfach ignoriert. Vielleicht war sein/ihr letztes Projekt ein riesiger Erfolg und er/sie findet dieses hier deshalb nicht so spannend. Vielleicht war das letzte Projekt aber auch ein Misserfolg und es fehlt deshalb an Motivation. Wichtig ist in so einem Fall: Rede mit Ihm/Ihr, Motiviere Ihn/Sie, Unterstütz Ihn/Sie, Entwickle die Beziehung, Stärke dessen Arbeit und gib positives Feedback.

Support in the film industry can be as straightforward as showing presence, acknowledging the importance of team members' contributions, and discussing milestones before they become obstacles. This approach cultivates a supportive environment where individuals feel valued and motivated, leading to smoother project progress and heightened morale. It ensures potential challenges are addressed proactively, preventing disruptions to production timelines or quality standards. Ultimately, this proactive engagement and recognition are crucial for fostering a cohesive and successful film production team.

It’s important to follow up regularly with the team member to ensure they’re on track and to provide additional feedback or support as needed, That is after addressing the issue. This demonstrates your commitment to their improvement and the project’s success.

Regular contact is key to staff development. As Producers our project isn't just about making the next $gazillion blockbuster, it's also about making the people who go on to create the one after, and the one after that, with confidence, growing experience and the support of their mentors.

Creative tasks like TV and films need synergy, and this can be achieved through clear communication and regular follow-up by the team lead, the ‘definition of done’ must be made clear and the road map needs to be communicated and followed by all.

One thing I've found useful and effective is team building is follow up. Just like I follow up on the clients. I do personally follow up on my team and when I am unavailable I make sure I assign the best way to make the follow up happen. I saw team coming back with alternate solutions and also being aware that I am not overseeing the quality of work.

I have found that cleart articulation of the problem is the first step to solving it. For example in this situation I would say. Hi ( person) we have been through three rounds of notes, and each time the notes seem to have been overlooked/ignored by you, resulting in the team being required to send another set of the same notes which were again ignored. Please explain the reason for you continually ignoring the notes as we need to complete this project incorporating all the requirements of the notes. Please respond asap.

Editing is a time consuming work and requires attention to details. In my experience, I've had to point out certain gaps during content reviews and sometimes those gaps are still there even after giving feedback. Hence, I resort to fixing it myself. I have also learnt that some people might be good at their craft but lack certain skills and it is your job as a leader to build them in those areas. By doing this, they become efficient and you spend less time critiquing their work.

Give direction to the team Show leadership when working with a production team Have understanding when difficult situations arise

One has to set clear guidelines. Whatever way one wants to take but in the end its the message which has to loud and clear. Give a free hand, editing is very subjective-end result should be appreciated honestly by the editor before showing it to yhe world.

Addressing a team member who ignores feedback during media editing is a tricky task as many factors might be in play. From my experience, reflecting on the team dynamics is a good way to start. whether there are underlying team dynamics or project management issues contributing to the problem. Addressing these holistically can prevent future occurrences.