I have - no one will be surprised to note- gotten myself into a bit of a jumble on this topic.
I have always operated from the perspective that ours is not a customer service profession. Rather, we are colleagues in the research enterprise - colleagues armed with an array of information so arcane that no more than a few people on a campus ought to have to know it. In my role as a supervisor, I try to support, encourage, laud my staff operating from this worldview. Start from the premise that people are amazing and very many of them turn out to be - always were, no doubt.
But here's a thing. Amazing people (all people) deserve to be acknowledged. And our work is HARD and high-pressure and... (you know this. I'm just setting the scene here.) So many of the quick-tips for staff encouragement are.... misguided, it seems to me. They sometimes err on the side of treating staff like children. ("Let's play word games at a staff potluck." Someone
please shoot me now.) Other times, they inadvertantly pit colleagues against each other, competing for some reward that no one wanted very much in the first place. (Hawaiiaan Shirt Day, from The Office.......)
Moreover, we find ourselves -across higher ed- in confusing and troubling times. Alarmingly low enrollments, post-pandemic disorientation, ...on and on. I can't give the staff the raises they deserve. I can't grow the staff census in ways that would alleviate burden - at least not right this minute. And weirdly, time off doesn't help all that much. (What kind of weird profession is this????) I can't really relax when I'm away, knowing that my email is growing at a rate of about 400 messages/day. So then, we check email on vacation - making it sort of NOT a vacation.
So, how do you reward the everyday excellence of your staff? To get us started, I write hand-written thank you notes every once in a while. I stop by their offices to point out the amazing. I sing their praises to the people to whom I report. I look around campus for committees that are distinct from research admin that they might find interesting - no pressure or requirement. Just.... you have this interest. I saw that this committee is forming. Go join if you want to! What else have you got?
And, how do you reward surge effort - the things we do when someone's out on family leave or resigns and we all step up until the ship rights itself? Universities -any employer, I suppose- control time and money, and really not much more. We don't need extra time off. Most of us aren't taking the vacation we've earned, as it is. And there's no extra money lying around. Are there creative ideas out there?
And, how do you as a Director prevent surge effort from just becoming expected effort? Because THAT's a real risk and it's sort of the exact opposite of encouragement.
What have you got, oh wise ones? And "wine breaks in the middle of the day" -while tempting- are probably not going to fly ;)
A
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Andrea Buford
Director, Office of Sponsored Programs
Oakland University
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