About the Episode
About the episode: Burnout has become one of higher education’s worst kept human resources secrets. We only have to go as far as an off-campus conversation to find out that some colleagues who seem to have it all together are probably suffering the worst cases of burnout. On this episode, we will chat with Rebecca Pope-Ruark, a former tenured professor who researches burnout and coaches faculty through their burnout experiences.
Understanding Faculty Burnout
Rebecca's Burnout Journey
Rebecca's story is one of dedication turned detrimental. As a tenured faculty member at a liberal arts institution, she pushed herself to meet escalating expectations, from publishing in top journals to directing innovative programs. However, the pressure took a toll. She recounted the stress of managing a demanding program, which led to severe anxiety and exhaustion. Rebecca's burnout manifested in panic attacks, decision paralysis, and a significant decline in her productivity and well-being.
The Culture of Overachievement
Higher education often attracts high achievers who are mission-driven and passionate about their work. This dedication can lead to overextending oneself, especially when institutional cultures perpetuate the need for constant advancement and recognition. Rebecca highlighted the "expectation escalation" in academia, where there is always another milestone to achieve, leaving little room for contentment and recovery.
The Role of Institutions in Burnout
Systemic Stress Factors
Burnout in higher education is not just an individual issue but a systemic one. The constant evaluation, ranking, and shifting goalposts create an environment of unrelenting stress. Faculty members often juggle multiple roles, from teaching and research to administrative duties, all while facing pressures related to student retention and institutional survival.
The Need for Institutional Support
Rebecca emphasized that burnout is a stress disorder caused by chronic workplace stress. Therefore, institutions must acknowledge their role in contributing to burnout and take proactive steps to support their faculty. This includes providing comprehensive mental health resources, fostering a culture of well-being, and ensuring fair workload distribution.
Strategies for Addressing Burnout
Creating a Culture of Well-being
Institutions can start by integrating well-being into their strategic plans, as Georgia Tech has done. This involves recognizing the mental health needs of faculty and staff and committing to creating a supportive work environment. Rebecca suggested that a focus on holistic support, beyond just token wellness programs, is crucial.
Implementing Coaching and Support Systems
Rebecca advocates for fostering a coaching culture within institutions. By training mid-level managers, department chairs, and deans in coaching, institutions can offer more personalized support to their faculty. Executive and leadership coaching can also help administrators manage their responsibilities effectively, reducing their stress and improving overall institutional health.
Improving Communication and Access to Resources
Effective communication about available resources is essential. Faculty members often overlook HR programs, assuming they are only for staff. Institutions should ensure that all employees are aware of and can easily access mental health and well-being resources. Additionally, creating an environment where seeking help is destigmatized and encouraged is vital for fostering psychological safety.
Moving Forward
Is Reversing Burnout Possible?
Rebecca believes that reversing burnout is possible but requires significant changes at both institutional and sector levels. By addressing salary compression, enhancing leave policies, and ensuring competitive benefits, institutions can create a more supportive environment. Consistent efforts to improve the faculty experience, coupled with open discussions about workload and mental health, are steps in the right direction.
Promoting Psychological Safety
Creating an atmosphere of psychological safety is paramount. This means ensuring that faculty and staff feel safe to discuss their struggles without fear of repercussion. Training leaders to be empathetic and supportive can significantly impact the well-being of their teams.
Key Takeaways
- Acknowledge Systemic Stress: Recognize that burnout is caused by chronic workplace stress and address systemic issues contributing to it.
- Foster a Culture of Well-being: Integrate well-being into strategic plans and offer comprehensive mental health resources.
- Implement Coaching: Train leaders in coaching to provide personalized support and improve institutional health.
- Improve Communication: Ensure all employees are aware of available resources and foster a culture of psychological safety.
In this episode of “I Wanna Work There!” we will:
- Hear Rebecca’s burnout story and learn what it is.
- Learn how burnout impacts employees’ productivity, particularly on the faculty side.
- Get an idea of how colleges and universities can help their faculty and staff manage burnout.
About the Show: I Wanna Work There! takes a look at how colleges and universities can develop competitive, compelling employer brands. Join us for an honest and solutions-based look at the issues that surround institutions positioning themselves as employers of choice.
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!
Some of our favorites include Confessions of a Higher Ed Social Media Manager and Talking Tactics.
Enrollify is made possible by Element451 — the next-generation AI student engagement platform helping institutions create meaningful and personalized interactions with students. Learn more at element451.com.
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