A BECTU survey found that 37% of film and TV professionals plan to leave the industry within the next five years. Productions already feel the impact: high turnover, stretched teams and lost experience.
But while the industry measures the outcome, how often do we measure what leads up to it?
Why people really leave
Retention is usually discussed in broad terms: long hours, pay and job security. Those matter. But when we look at what actually happens on productions, the reasons people leave are not always that simple.
Often, people leave because they stopped being heard. They raised a concern and nothing happened. They saw a problem repeat on the next job. Over time, speaking up felt pointless, so they stopped, and eventually they stopped coming back.
What our data shows
Feedback is not a formality. It is a signal of trust. When crew members speak up, it shows they believe someone is listening.
Across the productions we measure:
- 95% of crew who felt safe to speak up also felt respected.
- 98% of supported crew said they would return to the same production.
When feedback was ignored, engagement and loyalty declined quickly.
This is not about fixing morale after the fact. It is about building trust into daily operations. Crew who feel heard flag risks early, improve workflows and help you lead better.
The cost of losing good crew
Every time experienced crew do not return, a production pays for it: recruitment, onboarding, training and the time it takes a new team to find its rhythm. Multiply that across a slate and it adds up fast. We break down the wider costs in Toxic set culture costs more than you think.
Five ways to build a culture that retains crew
1. Close the loop
Tell people what changed because of their input. Nothing builds trust faster than seeing feedback turn into action, and nothing erodes it faster than silence.
2. Help heads of department model active listening
Heads of department shape the daily experience of most crew. Support them to listen well, respond openly and pass concerns on.
3. Track feedback patterns
Watch how much feedback you receive, as well as what it says. Declining input is a warning sign in its own right. We explore why people go quiet in Why crews stay silent.
4. Ask when things are going well, too
Normalise feedback even when a production is running smoothly. Understanding what is working is just as valuable as spotting what is not.
5. Get onboarding right
Retention starts before day one. People who arrive prepared and informed are far more likely to feel valued. See Why signing the contract is not the same as starting the job.
Measure what leads to people leaving
When crew feel safe to speak up, they stay invested, and they come back. The best productions do not just hire great teams. They build environments that keep them talking.
Talent Trust helps productions see the early signals behind retention, through short, anonymous check-ins that crew complete during the working day. Find out how it works for production companies.
This post is advice only. Always seek professional advice for your specific situation.