so we are playing corpo simulator now?
well here's my two cents, as both part of a theater troupe and a proto-PM.
This shit is fucked.
there's no denying it, a time to save face and do PR moves that will gather some sympathy is done and now the only thing left to do is work and chin up.
To start firing everyone in either management or talent is as dumb as Millie. This, whether you like it or not, is a company, an entertainment company, and the show must go on and money needs to keep flowing as best as possible.
A competent manager would need to categorize everyone working on this shit into several groups. The risks involved with keeping them on, getting rid of everyone being an utter moron who brings nothing to the table (I'm looking at you Aster and Uki) and severely limiting what talent can do without supervision, getting rid of shit stirrers ASAP or heavily stunt their influence.
Changers to Middle management are even worse because it's tied to bureaucracy, you need to get rid of the red tape as much as possible, having to go through several layers of permissions makes managers useless and contributes to the problem, not the solution, get rid of anyone not performing to their utter best, have everyone document everything before firing middle management or make sure they have an instant replacement.
Increase the number of talent managers so every manager has to see to the need for 5 or fewer talents, their job is to tard wrangle and fight other managers/bureaucracy, so they need to be focused on a limited set of people to manage.
This will hurt, and it will sting like a bitch, but the one thing you don't need right now is backstabbing bitches and useless retards. To avoid PR downfall don't fire them, just phase them out, have them do menial tasks and micromanage the shit out of them, they will quit or they will change, but you avoid a potential PR nightmare if they complain, and believe me Cliques and people on positions of perceived power will fight tooth and nail to keep their position, so you need to avoid potential troubles by documenting how bad are they at their job while being fair.
And it will get worse, and then some before it starts getting any better, and EVERYONE ON BOARD NEEDS TO KNOW THIS, telling your employees that everything will be fine when shit is going up in flames is gonna be worse because you set expectations that you will not meet, be realistic and lay out a plan but make them aware of hardships coming their way, "Short term pain, long term gain" that's the motto now.
Control the messaging but be authentic, talents being mouthpieces is severely frowned upon, but Enna tweeting about cucking her fanbase is not something you should allow, just have them message their managers their potential tweets and see if they're not doing anything too utterly dumb.
Charities and streams focusing on something else than the company are a must, hell you can see how Mouse pocketed half of the subathon. partner with things even the most retarded fucks would agree like cancer treatment and shit and just make enough to cover costs and everything else must be a donation, you can even go in the red a bit because you're rebuilding something more valuable: trust and goodwill.
However I must add, this hangs on the higher-ups giving you this much power and being ok with a radical change in the company's culture and inner workings, anything less than full support, ride or die attitude, or this shit will be beyond saving, even the most competent crisis management strategy will be wasted effort.
to summarise
well here's my two cents, as both part of a theater troupe and a proto-PM.
This shit is fucked.
there's no denying it, a time to save face and do PR moves that will gather some sympathy is done and now the only thing left to do is work and chin up.
To start firing everyone in either management or talent is as dumb as Millie. This, whether you like it or not, is a company, an entertainment company, and the show must go on and money needs to keep flowing as best as possible.
A competent manager would need to categorize everyone working on this shit into several groups. The risks involved with keeping them on, getting rid of everyone being an utter moron who brings nothing to the table (I'm looking at you Aster and Uki) and severely limiting what talent can do without supervision, getting rid of shit stirrers ASAP or heavily stunt their influence.
Changers to Middle management are even worse because it's tied to bureaucracy, you need to get rid of the red tape as much as possible, having to go through several layers of permissions makes managers useless and contributes to the problem, not the solution, get rid of anyone not performing to their utter best, have everyone document everything before firing middle management or make sure they have an instant replacement.
Increase the number of talent managers so every manager has to see to the need for 5 or fewer talents, their job is to tard wrangle and fight other managers/bureaucracy, so they need to be focused on a limited set of people to manage.
This will hurt, and it will sting like a bitch, but the one thing you don't need right now is backstabbing bitches and useless retards. To avoid PR downfall don't fire them, just phase them out, have them do menial tasks and micromanage the shit out of them, they will quit or they will change, but you avoid a potential PR nightmare if they complain, and believe me Cliques and people on positions of perceived power will fight tooth and nail to keep their position, so you need to avoid potential troubles by documenting how bad are they at their job while being fair.
And it will get worse, and then some before it starts getting any better, and EVERYONE ON BOARD NEEDS TO KNOW THIS, telling your employees that everything will be fine when shit is going up in flames is gonna be worse because you set expectations that you will not meet, be realistic and lay out a plan but make them aware of hardships coming their way, "Short term pain, long term gain" that's the motto now.
Control the messaging but be authentic, talents being mouthpieces is severely frowned upon, but Enna tweeting about cucking her fanbase is not something you should allow, just have them message their managers their potential tweets and see if they're not doing anything too utterly dumb.
Charities and streams focusing on something else than the company are a must, hell you can see how Mouse pocketed half of the subathon. partner with things even the most retarded fucks would agree like cancer treatment and shit and just make enough to cover costs and everything else must be a donation, you can even go in the red a bit because you're rebuilding something more valuable: trust and goodwill.
However I must add, this hangs on the higher-ups giving you this much power and being ok with a radical change in the company's culture and inner workings, anything less than full support, ride or die attitude, or this shit will be beyond saving, even the most competent crisis management strategy will be wasted effort.
to summarise
- Categorize and manage personnel strategically.
- Overhaul management culture, simplify processes, and hold people accountable.
- Be realistic and transparent with both employees and the audience.
- Rebuild goodwill carefully with PR actions, but avoid over-promising.
- If higher-ups resist change or make recovery efforts inconsistent, the brand is truly doomed. Full support is non-negotiable for radical shifts.
