At this point I cannot stand this guy. He is stubborn and defensive. The rest of the production team agrees that I have been very accomodating. I suspect this actor doesn't like taking direction from a woman who is younger than himself.

 

I tried to give the actor an 'out' to quit (and save face), but he claims to be having fun and really wants to stay in the role (also claims he will draw a large audience of family and friends).  He thinks he's doing great.

 

Just in case, I'm having my asst. director understudy the role. He is SO much better. 200% better. When he rehearses with the cast they all light up and have tons more energy.

 

When do you cut a bad actor loose in CT?  Am considering giving the guy 2 shows and letting the understudy do the rest.  We are three weeks away from opening and I don't want this comedy to be a dud.

 

The longer you wait, the more pressure it is on everyone involved.  Give the understudy time to get off book and get a character instead of making the audience pay for an ineffective show.

 

Actors are high up on the list, but your primary obligation is to the people that are paying to see your show.

 

I had an actor like that destroy a show for me last year because he became worse after opening, not better and the board absolutely refused to let me fire him.  This is a VERY big thing with boards -- No matter how correctable a major error is and how necessary the correction is, they raise a big stink if you do it after the show opens.

 

I learned my lesson.  A huge layer of patience was ripped off my hide on that one.  On the next show I did, I found myself with an actor who had a major ego issue and was disruptive.  I fired him immediately and without a second thought, because it was for the good of the show.

 

The longer you wait, the worse it gets.

  This also a very good way to build the respect of other for your leadership skills. Sometimes the tough things have to get done. That's your job.

 Three weeks away is plenty of time.

 

Years ago I fired one of the production staff that was really bringing us down. What a huge difference in everyone's attitude it made.

 

This should be fun. Stressful, hard work, but fun.

 Go for it. 

 

Now, if this were not Community Theatre, I'd agree with the rest and get rid of him.  However, you say this is community theatre. IMO you have to stick with him and use the understudy only in case of illness, him quitting, or some other such thing.

 

This is amateur, community theatre. It is great to have high standards, and strive for professional quality productions, but you are going to get "clinker" actors occasionally.  That's OK. CT is a chance for amateurs to do things they normally cannot do. If you get a reputation for ousting someone because "they weren't good enough" you are going to be considered "clicky" and "outsiders" are going to shy away from your company.

 

The audience, not just his family and friends (which could be sizeable), are going to be left with a bad taste as well. Afterall, they will not have seen his performances. They'll only hear how he was unfairly cut because, "He wasn't good enough", or "The director had something against him", or one one of a hundred bad things. You may help this one production by getting rid of him but you will do great harm to the company.

 

Live with your casting mistake. Read the actor the riot act, have a heart-to-heart with him, work with him, whatever it takes, but don't cut him loose. This is one of those things that will come back to bite you. Make a mental note to not cast him again. Take a deep breath and make the best of it.

 

What I didn't originally mention was that I had cast my asst. director (the understudy) in the role first, but was pushed to cast the 'bad' actor as a favor to the CT's founder. I've learned my lesson.

But this IS community theatre and we are all about giving new people chances. It's a dilemma. I am seeing this from the audience's point of view. They are paying for a good show. But our CT doesn't want a bad reputation for kicking people out.

Right now I am leaning towards giving the understudy more shows and have them share the role.

Thanks for all opinions.

  Like I said, years ago I "fired" someone from production who was bringing us down.  Did not get us or me a bad rep. Got a rep for getting things done, for sticking up for the actors, for doing what needs to get done.  It was not the most pleasant thing to do, but in the end....ah what a feeling to have FUN at rehearsal again instead of dreading the confrontation.

  Wishing you the best.