Thread by @marcikwalton

Last week, I hosted two webinars for people in higher ed who are exploring their options outside of the field. It was highly reflective in nature and I can't stop thinking about what I heard from this group. #sachat #sapro #sagrad #highered 1/21

First, nearly 200 people registered. Based on two posts in a Facebook group and I might have tweeted once or twice. There is an audience for people who are weary and exhausted from their experience in higher ed. 2/21

In their pre-session homework, I asked a few demographic questions. Full-time years in the field:

1-5 years: 24%
6-10 years: 36%
11-20 years: 33%
20+ years! 7%

3/21

Where are you in your search? Almost a perfect split of 25% each for:

-Exploring, but no plan
-Starting to refine & research non-higher ed jobs
-Actively job searching
-Have been searching, not getting traction 4/21

People became deeply emotional. Several participants noted bursting into tears when their experience was validated during the session. No, they weren't "crazy." No, they weren't ridiculous to want reasonable working conditions. No, they were not alone. 5/21

We talked about the nuances of workplace burnout. And how this is different from languishing, which really hit a chord with participants. Languishing is feeling joyless, aimless, with a sense of stagnation or emptiness. 6/21

I then led an activity that asked participants to rank how well their employer is working to retain them. Because employee retention *should* be an active, ongoing process. 7/21

10 components were each ranked on a scale of 1-terrible to 10-perfect and then they combined individual scores for a total out of 100% 8/21

Employees stay when 10 components are present: Paid well, mentored, challenged, promoted, involved, appreciated, valued, on a mission, empowered, and trusted. 9/21

What was the average of all participant scores?

***39.3%!!!!***

10/21

Imagine what would happen if student retention surveys came back and said the University is only doing 39% of what is needed for students to stay. There would be no limit to the committees, task forces, and budget requests to right that ship because retention = MONEY 11/21

We then talked about a phenomenon I've christened called mission-based gaslighting. "Well, you knew what you were getting into when you decided to work in education." "Money and benefits don't light a candle to seeing student growth." "We could have it so much worse." 12/21

We addressed the "benefits" fallacy of higher ed. The reason why so many participants said they continue to stick around is because of the "incredible benefits." Let's examine those benefits. 13/21

-Incredible retirement matching: 10% match of $40,000 is the same as 5% match of $80,000

-Generous vacation: How easy is it to take time off? Are you able to actually step away? Is it worth it to leave, knowing how much work awaits your return? 14/21

-Great health care: Do you need excellent health coverage because your job is making you sick?

-Holiday breaks: Do you need that week between Christmas and New Year's to recover? What if you had a job you didn't need to recover from every year? 15/21

Next, we did a lot of resume and interview skill development and then participants were asked to reflect upon what they *need* *want* and *deserve* Cue additional water works for many in the crowd 16/21

We closed with commitment and accountability. They completed a form which asked them to articulate what they need, want, and deserve out of life and their workplace as well as what they plan to do to achieve these items. I will email the plans back to them in 6 months. 17/21

Most "needs" were centered on being fairly compensated for time, talent, experience, and education. People also needed to feel respected, valued, seen, and heard. 18/21

Most "wants" were about remote or flexible WFH work, not feeling micromanaged by their leaders, being trusted, being mentored, and having the time and energy for life outside of higher ed. 19/21

And then the "deserves." Participants deserve "to not cry every night," they deserve positions that don't make them feel guilty for taking time away, to feel valued, to feel JOY again in the workplace. 20/21

So, take it or leave it. But know your employees have more choices and options than ever. If you have any decision-making abilities in the academy, your employees will also take it or leave it. Can you afford not to change? 21/21

Based on my notifications and DMs, it seems as though this has resonated with people throughout higher ed, which brings mixed emotions for me. I'm thrilled people know their experiences are not unique, but discouraged at the widespread issues in the field.

If you've read this far and would to participate in this session (free of charge!), can you let me know when your spring break occurs? I would like to line it up as best I can when people have a moment to breathe.

If you would like to check out the *free* webinars about getting unstuck, I am offering them again on Saturday, March 12 (1-2:30pm EST) and Wednesday, March 16 (7-8:30pm EST) Register here: tinyurl.com/gettingunstuck…