The Hours Aren’t the Problem
It was 11:58 p.m. when someone handed me a slice of pizza. We were breaking down the rehearsal room after a long day—tape lines coming up, props getting packed, spike marks fading under tired feet. Someone cracked a joke. Someone else tripped over a chair and turned it into a one-liner. Everyone laughed. It was late, but the vibe was good. People were tired—but no one was bitter.
I’ve worked gigs that were longer, harder, messier. But this one sticks with me because of how it felt. There was a shared sense of purpose. There was trust. There was… joy? Burnout wasn’t even a whisper.
So what makes that possible? And why is it so rare?
Let’s be honest: burnout isn’t just about hours. It’s about culture. And the way people are treated—especially in high-pressure, time-crunched, creative environments like ours—has everything to do with whether they stick around or sprint for the exit.
The Culture Cure for Burnout
Let’s be honest: most of us have been burned out in jobs that technically followed the rules. Reasonable call times. Standard meal breaks. Plenty of sleep the night before. And yet, we still left at the end of the day feeling depleted, unseen, and frustrated.
Because burnout doesn’t only show up in the hours. It shows up in the atmosphere.
Culture is what fills the in-between moments—when things go wrong, when timelines shift, when the pressure rises. Culture decides how people respond, how people feel, and whether they want to do it all again tomorrow.
Culture pushes back against burnout when:
- Expectations are clear. People know what they’re walking into.
- Effort is recognized. Not performatively—genuinely. A “thank you” that lands.
- Trust goes both ways. Micromanagement doesn’t just waste time—it drains spirit.
- Leadership models boundaries. People follow your example more than your advice.
We all love to bitch about “toxic company culture.” But if culture is what causes burnout—or cures it—what happens when we are the ones building it?
When You’re the One Hiring
Stage managers, production managers, department heads, freelancers who lead teams—we hire people. We set tones. Even if we’re only bringing someone in for a day, we are creating culture, whether we mean to or not.
Culture isn’t just a corporate memo. It lives in the way we prep, the way we communicate, and the way we treat people from the moment they say yes to the gig.
Want people to come back? Want them to want to come back?
Try this:
- Prep like you care. Give folks the information they need. Be transparent. Don’t hoard details to stay in control.
- Set the tone early. If you’re grounded, others will be. The room takes its cues from you.
- Offer autonomy, not abandonment. Let people own their work—but let them know you’re available.
- Close strong. Thank people. Pay promptly. Wrap up with care. Leave the last note ringing well.
People say yes to gigs because they need the work. But they return because of how they were treated.
Still, even when we do everything right, it can feel like we’re holding the entire room on our shoulders. So what happens when you’re leading the culture… and you’re the one burning out?
You’re in the Story, Too
Here’s the thing most leadership advice forgets: you’re in the culture too.
It’s easy to put everything into creating a healthy space for everyone else and leave yourself out of the equation. But you can’t build sustainable culture if you’re not sustainable. And you deserve the same support, clarity, and care that you offer to others.
Protecting yourself isn’t selfish leadership. It’s what makes your leadership last.
Try:
- Modeling the boundaries you want to see. Clock out. Say no. Show that rest isn’t weakness.
- Creating your own support system. Peer networks, mentors, friends who get it. Don’t carry it all alone.
- Honoring endings. Take a beat between gigs. Debrief. Celebrate. Don’t just sprint to the next crisis.
Culture isn’t a company perk. It’s the reason people stay.
And whether you’re managing a crew of thirty or hiring a single assistant for one day—you have the power to shape a space people want to be in.
Make the room feel good.
People will come back.
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