Author Topic: PEOPLE: The unwilling crew  (Read 7725 times)

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Tempest

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PEOPLE: The unwilling crew
« on: Jan 16, 2009, 10:58 am »
This show is now over, so I'm sort of looking for more of, "how would you have handled it," rather than, "what should I do?"

My Christmas show was six-seven shows a week, Tuesday through Sundays, including Christmas Eve, Christmas, New Years Eve and New Years Day.  It was a three actor/bazillion character show, with lots of props and costumes, and a lengthy, involved re-set every night.  We were also in rep with a kids show!  :o
The theatre I was working for (and work for frequently) doesn't hire backstage crew, or even employ volunteers.  They have an acting and playwriting apprenticeship program, and to pay for their apprenticeship, the apprentices are assigned to work a number of shows and strikes as crew.  The apprentices are assigned, they don't get to choose their shows.  And I don't get to choose my crew, either.  They're assigned to me, and I'm stuck with them for the duration, no swapsies.
One of my apprentices just did not want to be there.  She was a lady in her fifties, who was just doing the apprenticeship for fun, and working backstage was not fun.  She wined.  She complained about every little additional thing she was asked to do.  She was insubordinate, permanently modifying a costume piece after I had specifically told her not to (this is not the issue, I dealt with that.)  She kept reminding me that she wasn't really my crew, she was an apprentice, and so she didn't have to do this that and the other, because it wasn't an apprentice's job.  
I tried logic.  I tried duty.  I tried, "for the good of the show."  I tried, "you're taking care of the actors."  Finally, I just began ignoring her whinging, but it never did stop.
I think that part of the problem was that, in the beginning, I was helping with a lot of the preset and tear down.  On top of eveything else, she didn't have a very steep learning curve, so if I wanted things done, it frequently meant doing them myself, at least the first few times.  And the fact that later on, to her eyes, at least, I wasn't doing anything while she was "slaving away" with a broom, I believe, added to her persecution complex.
So, my questions are two-fold:
1) How would you deal with a reluctant crew member that you don't have the power to replace, and you need?
2) With a non-professional crew, how much do you help with preset and tear down?  I like to help when and where I can.  But I'm starting to think that, later, when I'm dealing with an emergency and not helping, my crew resents me for "being lazy," because it looks like I'm just gabbing with the house manager or goofing off on my computer, when I'm actually doing important work.  Is it better to just not help at all?
« Last Edit: Jun 09, 2009, 02:24 am by PSMKay »
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BKrynicki

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Re: The unwilling crew
« Reply #1 on: Jan 16, 2009, 12:50 pm »
I think I might have tried "Actually, yes it IS your job" and since you say they "pay" for the apprenticeship by crewing I would (first checking with the program administrator for concurrence) offer the recalcitrant a choice: You can either "pay" your way by doing the assigned crew work or you can pay the theatre X amount of money for the privilege of attending the program.
I have not actually had a subordinate who was so uninterested or just totally incompetent, but for a couple who have tried to be obstinate I have offered them a choice of actions.  The consequences of one are presumably not appealing to the person, but it would also have to be a choice whose consequences I could live with.  (In the above example maybe the money paid could go to entice a replacement crew member).  In both cases the individual opted to keep their current assignment.  But the choice was theirs.

Second question...nutshell version: lead by example.  Usually if the naive crew sees you helping out at least sometimes then you get *some* credit.  However, if they are too uninformed to know that the SM's job is multifaceted maybe some openness about what you are doing....."Could you please finish sweeping the stage while I deal with the fact that the fresh veggies didn't get picked up for the performance"

Obviously not cure-alls, but other tools to put in your tool bag...
Good luck next time!


KMC

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Re: The unwilling crew
« Reply #2 on: Jan 16, 2009, 01:11 pm »
Sounds like this person needs to grow up (I'm aware that they're certainly an adult, however maturity level seems to be somewhat lacking).  Undoubtedly they were aware of the requirement to crew shows before agreeing to the apprenticeship!
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MatthewShiner

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Re: The unwilling crew
« Reply #3 on: Jan 16, 2009, 02:44 pm »
Ultimately, regardless of a person volunteered or being paid a very good salary, it becomes the manager's job to motivate them - if it is the stage manager or the stage operations manager or whomever, you will always have to find a way to motivate an crew member.

In working with any person, I find it key to find out "why" they are doing the job (crew position, internship, whatever)?  It's easier to manage someone if you know what they are getting out of it.  You may also find that perhaps you may have to reshuffle duties a bit until you find the right person for the right job.  I do have to admit that early in my career, when working for these types of situation, it was often easier to just do it myself, rather then deal with crap of the crew - and, more often then not, they would finally take over - seeing how much more I had to do then the post or pre-show set up.
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Libby

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Re: The unwilling crew
« Reply #4 on: Jan 16, 2009, 04:41 pm »
I've been in this situation and it is no fun. The way I approached it was first by talking to the offending person in private, saying that I've noticed that they were having a hard time, or seemed angry about some of the crew assignments, and see if there is anything I could do (ie. switch around crew assignments or help find a way to change how they do something). This could also be the time to really explain what the job of the sm entailed (which in reality they may not know). This tends to pacify most people if they feel they are being heard and that their opinions matter (whether they actually do or not is not the question - I've worked with some crew members who I really could care less what they thought)

If it was to continue, I would try a harder approach, " this is the job you agreed to."/etc.

If it reaches the point where you know nothing you say will have any impact, than that is when I would go to whoever is in charge or them (for you it seems the apprentice program manager) and see if they can talk to them. They have more clout, since they have the ability to remove them from the program/charge them for the classes/etc.



SMrose

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Re: The unwilling crew
« Reply #5 on: Jan 17, 2009, 06:08 pm »
Second question...nutshell version: lead by example.  Usually if the naive crew sees you helping out at least sometimes then you get *some* credit.  However, if they are too uninformed to know that the SM's job is multifaceted maybe some openness about what you are doing....."Could you please finish sweeping the stage while I deal with the fact that the fresh veggies didn't get picked up for the performance"


I agree with the "this is what I (the stage manager) need to do so could you please finish up with that" approach of explaining my job.
Now that it's over--maybe you could get a looksee at the form (if there is one) that the apprentices fill out and see if it fully explains the job and what the expectations are.  If there isn't a section on the form of what the job entails--perhaps you could contribute some insite from the front lines.

centaura

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Re: The unwilling crew
« Reply #6 on: Jan 24, 2009, 08:11 pm »
And find out if there are any existing protocols for what to do when an apprentice isn't fulfilling their duties.  In my college, the show run crews were Theatre 101 students earning class credit.  To make a long story short, I ended up 'firing' one of the students one show because he just would not do what needed to be done - or doing other stupid things, like taking cues on his own instead of waiting for a "go", which was dangerous with our complicated set movements.  I had to talk with the class professor and give the guy several warnings, but in the end he wouldn't change his behavior, so he had to go.  If you know in advance what repercussions you can use, once you're past the being polite stage you know what's next.

Before it gets to that extreme, I do also like the "teach the newbie what I actually do" approach.  I know on tour, with new actors, they always thought that I was anti-social, until I explained to them the work that I was doing for the tour.  Sometimes they'd be interested, so I'd take them along on tour errands, once I even had one hang out with me while I was getting a truck PM.  They learned a lot more about what it took to keep a tour running, and they were easier to deal with when I had to get work done.

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Re: The unwilling crew
« Reply #7 on: Feb 02, 2009, 02:05 am »
Oh wow...

I dont know the whole situation, if you could have possibly spoken to someone about this person. But after all you tried, I would have spoken to someone about it, whether it be suggestions on how to handle it, or if there was any ways of taking them out of the program permanently. I've never had an experience with such an incompetent person before although I've had my fair share of incompetent crew before. I understand where you're coming from with the whining as I'm getting that right now from one of my crew but I just try to keep him motivated and interested with the show. There are many interesting jobs around the theatre I'm working with and I give those to him as it's more likely to keep him occupied and happy. The others understand as they've witnessed this and therefore (thank god) take the boring jobs eagerly. My crew seems to motivate itself sometimes. Also, I would have looked into 'firing' that person (if at all possible as a last resort) and taking the one less crew member. I'm not saying that it's a good thing, but if that person were gone and it would benefit the rest of the crew with motivation and efficient working then i would definitely look into that. Last year I had a crew of 5 in the beginning. Things weren't running smoothly for a while and I didnt' want to let them go because I 'needed them'. Well, on the night of the last tech rehearsal 3 of them decided to go to the pool at the local complex. I decided that this wasn't worht it anymore so I fired them all. Leaving 2 stage hands and myself to do the show. We did it in amazing time (they said it was the fastest scene changes they'd seen in a long time).

On the other hand, I sat my crew down at the beginning and explained to them my job and I explained to them their job. I take a team approach to my SMing. If the crew is doing it, I'm most likely helping them, unless there are 5 different jobs on the go, then I work my way around checking on everyone to make sure everythings going smoothly. I used the phrase "Stage Managers make coffee too!" to help my crew understand that I'm not higher than they are and they are no lower than I am. We're on the same level unless something drastic happens that needs to be delt with. I also explained to them their job which was identical to mine exccept for I had many other things added to it, which also helped them understand that yes, I have more to do than them, but at the same time, I'm doing the same thing. I also (just today actually) sat down my crew and went through my prompt book with them to show them that I'm not just doing nothing when i'm standing at the sound booth speaking to the director. I'm actually doing stuff. I went through all the props that stil needed to be collected, as well as a general outline of what will be happening on the nights of the shows (as most of my crew is new).
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missliz

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Re: The unwilling crew
« Reply #8 on: May 10, 2009, 01:08 pm »
Where I work, the actors are expected to act as ASMs when the show starts running. There's always some grumbling but I've found a few things that help-

Ask them what they are comfortable/enjoy doing. An actor who finds sewing relaxing? Costume repairs. I have an actor now who has worked as a TD, so he does small set repairs if necessary. If you can give everyone specific jobs that they're comfortable with, it seems to help.

During tech, I make a master list with each assignment (costumes, set, props, etc) and what each job entails pre- and post-show. For example, costumes will windex the dressing room mirrors, febreeze costumes, costume repairs if necessary, etc. If everyone has a sense of their tasks, it makes it more manageable.

Hope this helps!
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