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Academics and Annual Leave: A THREAD
We’re all having a tough time, and it’s important we fit in some down time over the summer.
#AcademicTwitter is full of people commenting that taking leave is impossible this year. That’s not true and it’s not OK.
We’re all having a tough time, and it’s important we fit in some down time over the summer.
#AcademicTwitter is full of people commenting that taking leave is impossible this year. That’s not true and it’s not OK.
All Academics:
-Please find time to take leave
-Accept that this means some stuff won’t get done on time, or even at all
-Regardless of what anyone says or feels, the world won’t end as a result
-Make sure you take *proper* leave - no checking emails!
-Please find time to take leave
-Accept that this means some stuff won’t get done on time, or even at all
-Regardless of what anyone says or feels, the world won’t end as a result
-Make sure you take *proper* leave - no checking emails!
-While senior staff and managers might seem to be dropping a never ending list of jobs on you, remember they’re being driven by all sorts of deadlines imposed on them, and they do realise that you won’t be available 365 days a year (even if it doesn’t feel that way!)
-If you’re an experienced academic, please think about how you’re role modelling to more junior colleagues - don’t send the message that we all have to martyr ourselves to keep the ship afloat, otherwise things will never change
-If you’re new-ish to academia, start as you mean to go on. Don’t look at the most busy, stressed person nearby and mimic them, look for the people who seem to be coping better (now and in general), ask them how they manage, then do that!
-Plan your leave in advance and don’t change it. Let people know you plan to be away, so deadlines can be adapted to suit. Don’t let anyone (manager or otherwise!) think your booked leave is negotiable, it sets an unhealthy precedent
Academic Managers
-Normalise the expectation that people should be on leave over the summer (and in general)
-Mention it in emails (“the deadline is X but I realise some colleagues are on leave, so please aim for Y at the latest”)
-Normalise the expectation that people should be on leave over the summer (and in general)
-Mention it in emails (“the deadline is X but I realise some colleagues are on leave, so please aim for Y at the latest”)
-If you’re panicking about needing something done by a large team, remember that if you get a task 80% complete, that gives you enough to go on, you can chase up the outstanding 20% when those colleagues are back from leave
-Per the above, focusing myopically on what *you* need to get done and by when, with no regard for when colleagues are actually available, contributes to this culture of people feeling that ‘taking time off is impossible’
-Ask about leave plans in conversations (“Have you managed to take any time off yet?”)
-If needs be, get actively involved and help a colleague who says they’re struggling to find the time - it’s part of our job and duty of care
-If needs be, get actively involved and help a colleague who says they’re struggling to find the time - it’s part of our job and duty of care
-Lead by example - book your own leave, tell people you’ve done it, reinforce to others how important it was to have some time out when you get back
-Think about the deadlines that are imposed on you by others - can you push back instead of passively agreeing to an absurd demand?
-Think about the deadlines that are imposed on you by others - can you push back instead of passively agreeing to an absurd demand?
-A colleague is on leave but still replying to emails? Pull them up on it - gently but firmly let them know that, this year more than ever, you want to know they’re really getting some R&R
-Put your bullshit filter on turbo - don’t knee jerk to every mini-crisis that emerges, as often it’s your colleagues who suffer the most if you don’t ‘manage upwards’. You’ll get stressed, your colleagues will get stressed, and everyone will claim there’s no time for a holiday
-Which is really also a more general point about trying to use your power for good - can you effect positive change in your organisation using your position as a manager? The answer is *always* yes, and if you think you can’t, sorry but I think you’re wrong!
-Remember to keep highlighting successes and thanking colleagues for making it happen. The whole sector has done a massive amount to support students. Don’t just focus on what needs to be done next, let colleagues know you see and appreciate what they’ve already achieved
Final thought: none of this is easy, managing workplace dynamics (e.g. if your manager isn’t as supportive as they ought to be) can be really hard. But nobody gains from burnout - not you, not your boss or employer. But we all have a part to play in setting the right tone
