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Debrief crew and offer support - Mentally Healthy Productions: A Toolkit

Debrief crew and offer support

Making the time to reflect on practices that have improved mental health and wellbeing on your production – and taking forward any lessons on what could be improved – helps ensure real progress is made.

Every project starts with a production meeting where there’s an opportunity to discuss expectations and confirm everyone is on the same page.

This should happen at the end of a project, too.

As a project reaches the delivery stage, debrief with your crew and reflect on the entire process – from pre-production through to post.

This guide covers three actions, including the following key tasks:

 

For a complete approach to supporting mental health and wellbeing following a production shoot also see our three other post-production guides

Actions to take

1. Create a wash-up meeting agenda

All productions should end with a wash-up meeting.

This is an opportunity for the whole team to share their experiences, and reflect on what has gone well and what can be improved on the next production.

Think about topics you want to cover and ask your team for input about what they’d like to discuss and reflect on.

Communicating effectively during the meeting

When you start your meeting, focus on learning, not blaming – even if there have been difficult experiences.

Be respectful and offer feedback in a kind and constructive manner and give everyone space to speak without judgement.

Ensure anyone who can’t attend the meeting has the opportunity to either share their insights with a trusted member of the team – or give them the option to share via email or anonymously in an online survey.

Be sure to thank everyone for their valuable feedback and summarise key takeaways and actions in a follow-up email.


In this guide, you can:

  • Understand the importance of a wash-up meeting
  • See how to plan your wash-up meeting and find agenda ideas

How to have a wash-up meeting

 

 

2. Offer exit interviews

Exit interviews should be short, well-structured discussions at the end of a shoot or production.

Ensure these conversations give people the opportunity to talk about which elements of the working culture, atmosphere and set-up worked for them and what they’d like to see change.

Giving constructive feedback to all crew at the end of a project can really benefit ongoing development.

However, interviews should be optional, and freelancers may have concerns about the process impacting employability, so be patient if take-up is gradual.


In this guide you can:

  • See what to consider when conducting exit interviews
  • Find sample questions that you can include in individual interviews

How to conduct an exit interview

 

 

3. Make aftercare support available

Sometimes crew members feel more vulnerable at the end of a job.

This might have been caused by the project itself, job search anxiety, or not having enough time to assess how they feel until the project has finished.

Some team members may also still be contacted by contributors after filming has ended.

So, remember to continue to offer support for those still working on the project, alongside those who have just finished.

Signpost the following sources of support to freelancers either in their exit interview or as they leave the project:

 

 

Case study: Lorna Buchanan, STV

Our case study from Lorna Buchanan, HR Business Partner for STV, highlights:

  • The importance of holding exit interviews
  • Why the opportunity for crew to express their views when their contract concludes is essential

Read our STV case study

 

 

Feedback

As we continually review Toolkit content, if you have any suggestions to improve this guide, or any other part of the site, we would love to hear from you.


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