Higher Ed’s Work Culture

Campus work culture matters. While a college campus can be a place that’s full of life and offers many employees such great things as shared governance, it can also mentally and physically wear its employees down, a serious threat to the employer brand. Kevin McClure has been vocal about the work culture of higher education and offers thoughts about why and how it needs to change.

Key Takeaways

• Burnout in Higher Ed is a Systemic Issue: Burnout is not an individual failing—it’s a result of workplace cultures that promote overwork and undervalue employee well-being.
• Workplace Culture is Central to Employer Branding: How institutions treat employees directly impacts their ability to attract and retain talent, as well as their reputation among students.
• Invest in Employees to Support Students: Institutions that prioritize faculty and staff well-being create better outcomes for students, who are keenly aware of workplace dynamics on campus.
• Collect Employee Experience Data: Systematic data collection on employee satisfaction and working conditions is critical to improving organizational culture.

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Episode Summary

What Defines the Workplace Culture in Higher Education?

Dr. McClure begins by noting that workplace culture in higher education is complex, with variations across institution types and subcultures within schools. On the positive side, some institutions foster a sense of affinity and shared governance, giving employees a voice in decision-making and a personal connection to their workplace. However, systemic issues persist.

Many higher ed institutions operate under a culture of scarcity, driven by historical underfunding, austerity measures, and an overwhelming focus on student success without sufficient consideration for labor implications. This has resulted in understaffed offices, stagnant wages, and an “ideal worker” norm that rewards constant availability, often penalizing caregivers, individuals with disabilities, and those who cannot meet unrealistic work expectations.

The cultural mismatch between institutions’ espoused values—like equity, inclusion, and support—and their operational realities creates disillusionment among employees. Faculty and staff often feel their dedication to the mission is leveraged against them, with the expectation to continually give more without sufficient support or recognition.

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The Ripple Effect: How Workplace Culture Impacts Students

Workplace culture doesn’t exist in isolation—it directly impacts the student experience. Dr. McClure explains that students are astute observers of institutional dynamics. They notice when faculty and staff are overworked, disengaged, or unable to provide adequate support due to burnout or understaffing.

In some cases, students have even become advocates for better employee conditions. For example, student groups at several institutions have demanded higher pay and better treatment for campus workers, recognizing how these issues affect their own experiences. When institutions fail to prioritize the employee experience, it’s not just faculty and staff who suffer—students feel the effects in reduced access to resources, delayed services, and less engaged mentors.

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Building a Better Workplace Culture

Dr. McClure outlines several actionable steps colleges and universities can take to improve workplace culture and strengthen their employer brands:

1. Measure Employee Experience: Institutions must systematically collect and analyze data on employee satisfaction, workload, and working conditions. This information can guide strategic improvements and signal to employees that their voices matter.
2. Invest in Compensation and Equity: While budgets may be tight, addressing pay disparities and offering competitive compensation are essential to retaining top talent. Equity in benefits and workload distribution must also be prioritized.
3. Offer Professional Development: Many institutions underutilize their internal expertise in professional learning. By offering in-house training, mentorship programs, and clear career pathways, colleges can support employee growth while aligning their efforts with institutional goals.
4. Rethink Leadership Development: Leadership roles in higher ed often go to individuals without adequate preparation or support. Building intentional leadership development programs can ensure that decision-makers are equipped to foster a healthy workplace culture.
5. Focus on Structural DEI Efforts: Diversity, equity, and inclusion must be addressed at the structural level. This includes addressing historical inequities in hiring, pay, and representation, as well as creating an inclusive environment where all employees can thrive.

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The Long-Term Vision: A Culture of Care

Ultimately, Dr. McClure advocates for a shift toward a culture of care in higher education. This doesn’t mean achieving perfection—it means making an effort. Institutions must be willing to pilot new approaches, learn from their mistakes, and commit to continuous improvement. As Dr. McClure points out, employee well-being is not just an ethical imperative—it’s a strategic necessity for achieving institutional goals and improving the student experience.

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About the Enrollify Podcast Network 

I Wanna Work There" is a part of the Enrollify Podcast Network. If you like this podcast, chances are you’ll like other Enrollify shows too!  

Our podcast network is growing by the month and we’ve got a plethora of marketing, admissions, and higher ed technology shows that are jam packed with stories, ideas, and frameworks all designed to empower you to be a better higher ed professional. Our shows feature a selection of the industry’s best as your hosts. Learn from Mickey Baines, Zach Busekrus, Jaime Hunt, Allison Turcio, Jaime Gleason and many more. 

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