EVENT RECAP:

Burnout Panel

During this panel discussion on burnout, publishing professionals at various stages of their careers gave their opinions on the current state of the industry and how they personally manage or avoid burnout. The panel was moderated by Communications and Events Subcommittee member, Leila Siddiqui, and the panelists were Faye Bi (Director of Publicity at Bloomsbury Children’s Books), Ely Mellet (Designer at Lee and Low Books), and Shelly Romero (Lead Editor at Cake Creative).

A Conversation On Burnout In the Publishing Industry

In February 2020, People of Color in Publishing held its last event before Covid-19 shut down our in-person programming. The event was a panel on the topic of burnout, featuring three panelists at various stages of their careers to talk about the issue of chronic stress and how it affects those in publishing in particular.

Two years have passed since then, and nothing and everything has changed. Publishing workers still feel burnt out and the industry hasn’t done much to address the issue—in fact, in some ways, it seems to have been exacerbated by working from home and how easily our jobs can bleed into our free time. But there is one difference—a growing sentiment amongst workers that we need to expect more from our employers and demand better conditions.

With these new sentiments in mind, we organized a new event on burnout featuring three new panelists. While we made the decision not to record this event for the comfort of our panelists, those who had time answered a few questions in advance that would be helpful to anyone who could not attend.

Burnout is a problem across many industries right now, but it seems to be affecting publishing especially hard. What do you make of that?

Ely Mellet: Personally, I feel like publishing has been struggling with burnout for far longer than we think. I think the difference is that we're talking about it more which is a good thing because to fix a problem you have to know there's a problem and know that more than just a few people are experiencing it. Maybe it's that we feel safer in numbers, since other industries are sharing their woes as well. Whatever it is, I do hope that enough of us continue to have this conversation so that we don't suffer in silence anymore. 

Faye Bi: It’s a combination of emotional exhaustion, that our individual efforts are futile, and that feeling of being “stuck” in your career. We hear about record profits and seven-figure advances, but no raises or promotions; diversity committees and anti-racism trainings, but no actual metrics or commitment to change; “incentives” to return to the office, but no acknowledgement of public safety. We are also facing collective trauma as BIPOC, as queer people, and as people of marginalized genders.  We’re so damn tired. You think we care about your overdue manuscript or your rush mailing?

I think people, especially at the junior level, are often being tasked with stakes and responsibility higher than their pay grade and the stress that goes with it.  Because those of marginalized identities have often felt like it’s harder to get a seat at the publishing table—historically white, male, and cis—we’ve learned coping mechanisms and survival strategies to keep ourselves protected. Except that mask of politeness is also taking too much effort to maintain.

Shelly Romero: All of the burnout occurring in publishing, which has led to many switching houses or even leaving the industry to other careers, has been long brewing and the pandemic has only exacerbated it. The pandemic definitely made a lot of people reconsider a lot of aspects in their lives, especially as conversations regarding improving retention, treatment of BIPOC creators and professionals, and lack of upward mobility feel like they go around in circles or continuously get stalled by the powers that be. Not to mention, people do not get the just compensation or even acknowledgement of all the work they do.

How do you cope when you’re experiencing burnout?

Ely Mellet: I am a big proponent of unplugging during non-work hours. We do not get paid enough to continue to work outside of 9-5. Coming from design, I can't speak to other departments, particularly editorial, who I realize may or may not be expected to read manuscripts outside of work, which I don't agree with, but I won't give advice on that as I don't experience it. But for me, I take my hour lunch breaks to go on a walk, run an errand, or do some retail therapy; and at 5:00 I'm done. It's Netflix time. 

Faye Bi: I really try to remember: we are all suffering under late-stage capitalism, which is fueled by white supremacy and patriarchy. Even if you have the most kind and compassionate manager or work at the most altruistic company (in and of itself an oxymoron), capitalism will always try to squeeze the most work out of the least number of people for the least amount of money. It might not be intentional. And it wants you to feel isolated, desperate, and if you’re not productive, worthless.

Earlier in my career, I put a lot of self-worth into my profession. It took being laid off and some good friends’ company, as well as years of therapy, to teach myself how to rest. To feel like I was deserving of it—and that I could advocate for myself like I do for others. To name what I needed to people who understood and could help me. I didn’t need a push to make it to the next stage, I needed a vacation and to waste time with hobbies that don’t become hustles. I needed fun. I needed to cuddle my dog and go on a hike and eat delicious things and float on the water and do absolutely nothing at all.

When I am energized, I’ve become very serious about maintaining boundaries: knowing exactly what I’m being paid to do, and negotiating more pay or benefits before doing so. What is my responsibility versus my manager’s or a colleague’s? Has someone left and won’t be replaced? Have my job duties changed over time? Am I taking on extra work (staying late, volunteer committees, etc.) without being compensated? Is it fulfilling me or advancing my career? If not, it’s time to re-assess.

Shelly Romero: For me, I went back to therapy during the summer of 2020 along with started medication to treat my anxiety and moderate depression I was experiencing. This is not something that everyone can afford and it is a privilege I do hold, but there are some more affordable options like speaking with clinician students.

I take mental health days and always take my PTO and vacation days. It's there for you to take! And please try to find hobbies outside of publishing. Things that really make you happy and aren't just tied to books and reading or talking about them. I like to play video games occasionally or even just take myself out for solo dates around the city. I do consider movie theater-going a hobby, so that's a big one for me.

And lastly, find your people! This is always easier said than done because not every person is going to be aligning themselves to the same things you want to fight for. But when you find those people, cultivate that community. I wouldn't have lasted this long in publishing without my friends. They're some of the best people I know and rockstars in this industry.

How can managers support their employees during this difficult time?

Ely Mellet: First off, as employees, we need to be keeping a very meticulous list of our projects, deadlines, and how long they're realistically going to take us. Add everything to that list, even the most minuscule project. If someone is asking you to send files to someone, put it on the list because those small asks add up and take time away from the big ones. That way, in your one on one with your manager, you can make a clear case about your workload. Talk to your manager about which deadlines are realistic and which ones are not. Your manager should be able to listen to you as a professional who knows how to manage their own time and be able to stand up and say "My employee cannot get this to you in the amount of time you've given them and will need additional time" or they should designate the project to someone else who may have a lighter workload at the moment. I also think managers should respect the workday. Please do not try to start a conversation with your employee about a project at 4:45 pm. Books are not life or death. It can wait until the morning. If it can't wait, offer to pay overtime. 

Faye Bi: As a manager, one thing I’ve learned first and foremost is to listen. Offer a supportive ear. I should not, and will not, ask my reports to share their burdens with me—I don’t prescribe advice, nor do I presume to know what they’re going through. If it has become a performance issue, it’s okay to ask questions and address that performance, so long as it’s a business conversation. If they are open to sharing, express gratitude for their vulnerability.

And it’s very possible that because of said difficulties, employees will not be working at full capacity. Shift your approach to problem-solve together. Prioritize what needs to get done and what can wait, be shifted, or dropped. Speak honestly and candidly about what that work looks like, and if possible, for how long. A little grace goes a long way. Capitalism also tries to tell you that we are robots, not humans with flourishing and fallow seasons.

Finally, prioritize performance reviews and give feedback. Good employees want to feel that they are progressing in their careers and making a difference. Be transparent about whether or not you can promote them or pay them more, and if you can’t, help them find a better job that will pay them what they’re worth.

Shelly Romero: Not expecting their employees to work beyond the work day. 5pm or 6pm or whenever your work day ends is when you should put your laptop away and not do work, check emails, or reply to people. And managers should respect those boundaries.

Communication is key! Don't surprise your direct reports with random feedback they've never heard before despite having weekly meetings for their annual reviews or 6-month check-ins. Be sure to speak with your direct reports about deadlines and turnaround times and whether or not they're reasonable given their workloads or other circumstances.

For editorial: reminder that this career is supposed to be like an apprenticeship. That means that yes, your assistants are assisting you, but they are also here to learn the ropes of being an editor from you. So give your assistants the support, grace, and opportunities to show off their skills and talents and let them become editors in their own right. This is really basic stuff but a lot of people seem to forget that editorial assistants want to become editors.

Many thanks to our panelists and our moderator! We hope that the event will spark much needed conversations during this Mental Health Awareness Month!