By Rob Shomaker, Senior Vice President, College and University Professional Association for Human Resources
It has been a busy summer, and excitement—and maybe a little trepidation—is building as we anticipate the beginning of the fall semester. Students will soon be returning, if they haven’t already, and for many of us, there are still vacant positions that we’re having difficulty filling. The unemployment rate over the summer has changed little, 3.6% as of July per the
Bureau of Labor and Statistics. Yet the number of open positions, especially in higher ed, continues to remain higher than pre-pandemic levels. At the time of this article,
HigherEdJobs shows roughly 93,000 open positions. While these positions go unfilled, there will be tasks that remain undone and individuals who will bear additional responsibilities.
What can we do to encourage our teams and ensure that people feel heard and seen? A
2021 report from McKinsey shared that of those who left their organizations, 52% didn’t feel valued by their managers and 54% didn’t feel valued by their organization. The
2022 CUPA-HR Employee Retention Survey told us that respondents have a good overall relationship with their supervisors, but we are not doing a good job with career development. There has also certainly been a lot of talk regarding stay interviews as a retention tool to address some of these challenges. Often this is an endeavor that the HR team would initiate or encourage. However, managers shouldn’t wait on a stay interview to ask important questions. Don’t know where to start? Here you go:
How are things going?
This is a simple, seemingly obvious question. However, it’s a question that often gets overlooked as we jump into project status reviews and tasks of the day. We all want to feel connected—not just to our work but to one another. We should
strive to build relationships and make a connection with one another. When we ask this question, we’re not just asking about work or the task at hand. We are asking about anything that the other individual feels comfortable sharing.
How can I help you?
There are times that a team member may feel uncomfortable asking for help, so the best thing we can do is open the door and acknowledge that asking for help and guidance is not only okay but important. A great follow-up question is asking if there
are roadblocks or resources that are needed.
What energizes you about your job?
A lot can be unpacked with this question, as it is an opportunity for the individual to reflect on what they excel at and where they would like to grow. It’s also an opportunity to follow up and ask the individual what they don’t
like about their job. These questions often provide some insights into the work that a manager may not have known otherwise.
What do you want to be when you grow up?
This question often elicits a laugh. It’s a great opportunity to reflect. Perhaps the individual is right where they want to be, or maybe there are greater aspirations. This is also an opportunity to reflect on the individual’s career
path up until this point. Ultimately, as managers, it is our job not just to coach and encourage someone in their current role but also to help them grow into what’s next. That next step may be at your college or university, another college
or university, or somewhere else entirely. Our missions are focused on education, which is about growth. That growth shouldn’t end at the classroom door. Further, as we think about the open positions at our institutions, are there career
growth opportunities for team members to consider? How can we, as managers, help our team members see themselves in those opportunities and help them get there?
Do you understand how your work connects to the mission of the institution?
This question can be telling, as it can be challenging to understand how our daily tasks move the institution forward. Further, it can be encouraging to hear from our manager how what we do connects to the larger picture. This is also a great opportunity
to talk about some of the bigger picture items our department or institution may be facing.
While there are certainly other prompts that we could include, the goal is to create a connection and an ongoing dialogue with our team and each member of our team. We all want to feel seen, heard, and appreciated, and to know that our efforts are
worthwhile. Don’t just ask the questions, but act on the responses wherever you can. If these questions aren’t a part of your ongoing discussions, or you haven’t asked them in a while, make time in your next one-on-one.
You and your team will be glad you did.