If you follow La Crosse TV, you may have spotted something unusual at WKBT News 8 lately—anchor changes, staff saying goodbye, and online chatter about a shrinking newsroom. Many viewers feel like “everyone is leaving WKBT,” and if you care about local news, it’s worth understanding what’s behind these departures. Here’s what you need to know: while it’s tempting to look for a single headline-making reason, most of what’s happening boils down to a mix of management changes, low pay, workload strain, and common trends in local TV news.
This article breaks those patterns down step by step. We’ll look at local testimonies, compare WKBT to nationwide trends, and offer guidance if you’re thinking about what this means for your business, career, or startup.
Management Changes Impact
A common turning point for WKBT in recent months has been a shift in management. The long-serving general manager left, and the station promoted or brought in a new GM. According to local viewers and former staff posting in La Crosse online forums, the new GM had a personal style and political leanings that clashed with many staffers. Several describe him as “deep right-wing” and “hard to get along with.”
These reviews were not only limited to newsroom anchors or reporters. Sales and production workers shared similar sentiments. Some staff left directly after conflicts with the new GM, while others cited a loss of camaraderie or discomfort with new leadership. When a high-level management change is unpopular, it often triggers a chain reaction throughout multiple departments.
If you run or join a business, this is a classic reminder: a culture shift at the top almost always ripples down quickly. Problems with leadership rarely stay contained. If you notice growing tension after a reorganization or new boss, early, open communication is vital. Don’t just wait—document concerns and talk to your team.
Financial Challenges and Low Wages
To understand why so many are leaving WKBT (and similar stations), you have to look at pay. Local news, especially in smaller markets, has a reputation for bargain-basement salaries. Local commentators say flatly, “You cannot make a livable wage working there unless you are an on-TV anchor with incredibly long tenure.”
Reports from sports broadcasters and other small-market journalists back this up. Entry-level roles often start at $23,000 to $25,000 per year. Even after five years, it’s rare for non-anchor staff to crack $30,000. This is below what’s needed to cover basic living costs in most U.S. cities—even smaller ones like La Crosse.
When your paycheck barely covers rent, it’s no surprise that good people don’t stick around. If you’re evaluating a media or broadcast job offer, set aside time early to confirm what “total pay” really looks like. Check actual take-home pay—not just base salary—against your rent, groceries, insurance, and debt costs. Document everything, especially if you plan to consult with a financial planner.
Changes within the Newsroom
Another layer to turnover at WKBT is ongoing leadership change within the newsroom itself. This doesn’t just mean the GM. Middle managers, editors, and department heads play a big role in the daily work climate.
Research into why teams lose members shows a regular pattern. Once one experienced or respected person leaves—especially over widespread frustrations—others may see that as a signal that “it’s time to go.” Suddenly, departures happen in waves. At WKBT, when longtime faces left, co-workers who previously tolerated issues decided to update their résumés too.
For startup founders and business owners, the lesson is simple: team morale is a living thing. Pay attention when several valuable team members leave within a short time. It usually means multiple people share the same frustrations or doubts.
Alignment with Industry-Wide Patterns
It’s easy to imagine WKBT’s turnover is local drama. In reality, these issues fit a larger story across U.S. TV news. Research finds three main factors push people out of local broadcast jobs: low pay, long hours, and a lack of staff support.
A 2025 study of local TV employees counted 79% naming “low pay” as their top frustration. Others described working long stretches with no backup. Newsroom resources keep getting stretched thinner as budgets tighten. If you’re running any type of business, expect similar risks: cost-cutting feels good on the spreadsheet but often increases turnover costs later.
Burnout—defined as a mix of exhaustion and cynicism about work—has also exploded in news and public media. Many people leave after months (or years) of feeling overworked, underappreciated, and uncertain about advancement.
If you lead a team, regular check-ins and transparent workload reviews help head off the risk of burnout-driven mass departures.
Role of Management Quality
Job change research gives an important clue: around 50% of employees who quit do so because of manager relationships, not just money or perks. This finding holds up in media, tech, and retail—poor management can undo even generous pay or benefits.
At WKBT, former staff and community members make no secret of this. Many were blunt that the new GM’s leadership was a key reason behind their decision to leave. People in both newsroom and sales departments pointed to management style, politics, and a lack of trust or support.
If you supervise people, remember that management quality is a top predictor of whether employees stay or go. Train middle managers on clear communication and conflict resolution. Use written feedback systems, and keep an eye out for recurring complaints about leadership style, not just technical skills.
Economic Pressures on Local Stations
Cost pressures on local TV stations like WKBT are real. Viewership keeps slipping as audiences move to streaming, and advertising revenue often shrinks year after year.
As a result, many stations now avoid replacing every departing employee. Hiring pauses are common, and existing staff absorb extra work. In tight markets, this makes the remaining team more likely to burn out—and more likely to look for other jobs soon.
If your company faces similar pressures, review your staffing plan. Weigh the pros and cons of delayed hiring versus the risk of overloading your best workers. Sometimes temporary contract help or automation can bridge a gap. But the longer the overload drags on, the more likely you’ll lose valuable talent.
Perception of a Mass Exodus
Why does it feel like “everyone” is leaving, even if only a few key people exit? Turnover researchers say it’s a pattern you see again and again.
If one coworker leaves over low pay or toxic leadership, and others feel the same, it can create what HR experts call “turnover momentum.” Each exit makes the next one easier for other frustrated employees. In local TV, where on-air roles are public, the loss of a familiar anchor or reporter is extremely visible. To viewers, it looks more dramatic than quieter changes at less public companies.
For business owners, understand how visibility can shape perception. If high-profile team members exit, be proactive in communicating with customers or clients. Address rumors quickly. Honest, clear updates go a long way to maintaining trust.
Distinct WKBT Factors Versus General Trends
So, how much of WKBT’s turnover is unique—and how much is just the nature of small-market TV?
Here’s what local sources and research suggest:
- WKBT-Specific: Many staff cite the new GM’s management style and political stance as a turning point. Pay rates at the station remain “very low,” especially for anyone not in an anchor position. Leadership changes inside the newsroom upset the previous workflow and relationships.
- Shared Nationwide: Most small stations pay far below median salaries, offer few raises, and cut staff as revenue drops. Burnout, increased workloads, and a sense of poor fit with company culture drive many skilled workers to leave, often in clusters. Economic stress and corporate cost-saving only amplify these effects.
If you suspect your organization is wrestling with similar problems, review both the specifics—your actual leaders, wage levels, and staff feedback—and the general external pressures of your field. Benchmark pay rates, survey your team about burnout, and consult HR professionals as needed.
What Can Business Owners and Leaders Learn?
If you’re building a startup or running a growing company, turnover offers lessons that apply well beyond local TV. Here’s an action checklist you can use immediately:
- Set aside regular time to ask employees about management, culture, and workload. Document what you learn.
- Compare your starting and average pay to local and industry competitors. Be transparent about wage constraints—and look for non-cash ways to add value.
- Anticipate that a single leadership change may cause wider churn. Make space for honest feedback and discuss transition plans before big shifts.
- If morale drops, offer private exit interviews and acknowledge problems openly. Blame or silence rarely fixes staff concerns for long.
When you’re ready to address root causes, consider working with operational consultants or exploring systems for anonymous staff feedback. A practical planning resource like Start Business Labs can help you design onboarding, feedback, and retention practices customized to your team size and stage.
Conclusion
The recent wave of departures at WKBT News 8 highlights how low pay, bad management, internal changes, and industry stress can stack up quickly. Most stations—especially in smaller or midsize markets—face similar pressures. When team leaders lose the trust of staff, or when workers can’t afford to stay on their paychecks, turnover happens in bunches.
If you spot a pattern like this in your business, don’t ignore it or hope it’ll pass. Open communication, regular pay reviews, and leadership development are some of the best ways to protect your team’s morale and trust. Even in industries under pressure, you can reduce risk with stepwise, people-first strategies. Keep listening, keep learning, and be honest about what it takes to retain the people who keep your company strong.
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