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Let me put it bluntly: if you’re a higher ed leader pushing your people to the limit, asking that they do the impossible, because you think your mission demands it, you need a new mission. https://twitter.com/philxbuchanan/status/1286676117332664320
The goal for this year shouldn’t be normalcy. The goal should be to minimize harm and do the most to contribute to individual and community wellbeing. Anything that doesn’t do these things should be temporarily cut.
As @michaelsorrell has advised multiple times, throw tradition out the window. We don’t need to do certain things this year if it means pushing people to the limit and putting them at risk. This includes trying to take otherwise in-person activities online. Let them go.
Failing to pay attention to this won’t just result in people who are tired or grumpy. I’m talking severe personnel issues. More conflict, more turnover. If you want to put it in these terms, drops in performance. People and outcomes will suffer.
So what are some ways to do this? Start by having a conversation with your staff about it. Create safe space for talking about exhaustion and limits. Consider setting new norms for work and adjusting goals for the year.
Another idea is to model what you want to encourage. Push back when your own leader is asking to much of you and your team. Advocate for humane approaches and question plans that don’t put people first. Talk openly about this work and your own struggles with exhaustion.
Another idea is to suspend or revise evaluation criteria for staff. This doesn’t need to be a year of breaking records or being exceptional. Reduce pressure to perform. It’s a year for surviving and caring for one another.
I like the idea I heard from @AKHicklin to protect people from the barage of information we’re getting. Filter it down so that people with limited time are getting what they need to know. Only call meetings when they’re necessary.
Create ways for people in caregiving roles to work/engage during odd hours. This seems to run contrary to preventing burnout, but the idea is flexibility. Business hours are when people caring for and schooling children can’t easily meet and focus. Rethink “business hours.”
Encourage people to take time off or step back. Yes, people are adults and can make decisions for themselves. But sometimes people need to hear that’s okay to take a break. Truly taking a break may be impossible but at least give permission to not work or login for stretches.
These are just initial thoughts and I welcome your ideas. The bottom line is people are tired. More tired than usual. Tired in a way that typical approaches can’t fix. People aren’t showing up this fall ready to roll. Make your plans and lead accordingly.
I’ll end by encouraging you to check out some of the replies. Some excellent points about trauma, loss of employment, setting parameters around “enoughness.” Glad others are thinking through what this means for leading (and teaching) in the fall.
