All who work in any part of the meetings/hospitality/tourism industry experience face often unrealistic deadlines and people and events outside of their control that pull in competing directions.
Does any of this sound familiar?
It’s nearly impossible not to feel burnout!
Meeting planning—or as defined by studies as “event coordinator”—has been listed as one of the most high-stress professions.
Other jobs in hospitality must suffer a similar level of stress and burnout, such as hotel and venue sales, with constant revenue goals and wrangling contracts, plus evenings entertaining clients; and convention services, because there are too few people working in these positions, which take on the stress of facilitating what salespeople sell.
Burnout results in not just the need for time off. It results in a dearth of new ideas because we can’t see, well, the trees for the forest! (Yes, I intentionally reversed the adage.) With that comes meetings that look and feel way too alike.
We are overworked, overwhelmed and in need of being refreshed in body, mind and spirit. We want to bring back the energy we felt with a new job or new concept with fresh insights. When people talk about managing burnout, they speak of time away from work…time away from all responsibility.
I’ve long said I want to find a way, like what I want in my next reincarnation (a super-fan of the film Defending Your Life, I believe the possibility), to enjoy days with zero responsibility to clients, the industry, learning, my spouse and family, my beloved cats, home, etc.
Then again, I love learning, so maybe it’s that I want time to learn without other responsibilities.
I do not believe that vacations alone can renew and refresh. They are too short or not taken at all. This Travel + Leisure story cites statistics that reveal one-third of all Americans haven’t taken a vacation in more than two years.
When people do take vacation, the planning alone, especially for those in our industry, feels like work!
You probably saw US Travel’s National Plan for Vacation Day and, like I, chuckled that there are now guidelines to plan a vacation. Sheesh, most of us are asked to do so by others.
In the last months, the number of industry professionals I know who retired was mind-boggling. The numbers plus the aging of meetings and hospitality industry professionals led me to write the December “Friday with Joan” about those who are feeling “aged-out” of the industry.
Not one of those who had or were planning to retire soon expressed regret. Suzette Eaddy expressed it well—not having to be somewhere and do something specific every day. Sandi Lynn said she “rewired” instead of entirely retiring, which has elements of the alternative you’ll read about below.
This op-ed about the so-called “Megxit” decision by the Sussexes was a big AH-HA. The first line reads, “Step back is the new Lean in, and I am here for it.”
It went on to describe what the writer, Michele L. Norris, believed it meant: “I am going to assess the landscape and figure out how to move forward on my own terms—or figure out whether the prescribed path is even the best fit.”
It screamed “SABBATICAL!” to me.
Jean Boyle, whom I met through MPI years ago, was someone I remembered had taken a sabbatical. When I asked her, I learned that she had taken two sabbaticals in her work history.
I reached out in various industry groups via social media and to specific colleagues to find out if others had taken sabbaticals or if they were an offered or negotiated option.
In a wide-ranging conversation with Shelley Sanner, M.A., CAE, senior vice president industry relations at McKinley Advisors, about how associations can easily align their missions with a sabbatical, she said she took a sabbatical in 2017 and alas, said that no one at their company has since. A shame, we both agreed.
Sanner said all the pieces must be in place, including who will pick up one’s work while away and if that means hiring others or providing training to staff currently in-house, before someone goes on sabbatical. As others, and in particular, Amanda Cecil, said, one must step totally away from one’s job in order to use time on a sabbatical well.
Mike Gamble, president and CEO of SearchWideGlobal, said one of its employees was on the verge of quitting. Instead, they negotiated time to travel, about which you can read here. It was clearly a sabbatical that benefitted the person and company, broadening their scope of knowledge.
As sabbaticals are more common in academia, I reached out to Professor Deborah Breiter, PhD, CEM, at The Rosen School of Hospitality Management at the University of Central Florida (UCF), also profiled in the December “Friday With Joan,” remembering that she had taken one.
During hers, she wrote:
“I used the time to edit a book of event case studies with Amanda Cecil, earn my CEM, and create a series of videos for one of my online classes. I took two semesters off at three-quarter pay. I could have taken one semester at full pay.”
Deborah told me that Amanda Cecil, PhD, CMP, professor, Department of Tourism, Events and Sports Management, Indiana University-Purdue University Indianapolis (IUPUI) had also taken a sabbatical, about which you can read in the next part of this edition of “Friday with Joan.”
It made sense and fit with what I’d wanted to do years ago: Have a select number of senior D.C.-area planners rotate jobs for a period of up to six months to learn what other organizations do in order to refresh and renew thinking, to bring new ideas back to their employers and work.
Many of us believe we are indispensable. We’ve fed that assumption by keeping much of what we do and know “in our heads.” We talk about what would happen if any of us were “hit by a bus,” believing that no one could ever manage without us. (Okay, yeah, they probably couldn’t, but if we burn out and can’t function, isn’t that almost as bad as being hit by a bus?)
In my conversations and reading, I learned of all the potential sabbaticals offer to any profession. Sadly, what I also learned is that many so-called “sabbaticals” are really extended vacations without a specific purpose.
Even more sadly, I know how little money is set aside for industry colleagues for professional development and fear paying someone to learn for longer than a few days will be pooh-poohed. If we can incorporate different thinking, we can change this.
I asked those with whom I spoke if they thought sabbaticals were feasible for those who work in our industry.
Deborah Breiter Terry wrote:
“I think sabbaticals are feasible for any professional employees (as opposed to hourly) who have been with an employer for a certain number of years (probably seven). They would have to go through some sort of application process and show how they would use the time and what the eventual benefit to the company would be. Perhaps somebody wants to take six months to go to school or maybe they want to be a visiting lecturer or executive in residence at a college or university.”
From Mike Gamble:
“Work life balance is now a competitive advantage, and companies who truly ‘walk the talk’, will recruit and retain the best talent. Sabbaticals are one way to reward tenured employees and show them that you care about their health and well-being.”
Jim Zaniello, FASAE, president of Vetted Solutions, told me that he’s seeing more associations offering sabbaticals in their hiring of senior level positions:
“Associations should offer all staff—not just the CEO—a sabbatical for a significant tenure, say, their 10-year anniversary. It’s a great employee retention incentive as well as an investment in employee wellness.”
This 2017 article makes the case for associations to provide sabbaticals. In emails with Ernie Smith, the author, I learned he’d not heard from any associations that had implemented sabbaticals.
This article from Inc. details companies that offer sabbaticals. In checking with someone with the parent company of Kimpton Hotels, I was unable to learn if they in fact still offer them and what the guidelines are. Stand by—once learned, I’ll add to the comments to the blog.
Ask yourself the following questions when considering any kind of sabbatical:
How can you structure the sabbatical application and process?
With permission, linked here are the full guidelines from Rosen College of Hospitality Management University of Central Florida SABBATICAL POLICY. [Note that numbers and letters are not in order. We left them as they are in the policies to maintain the integrity of the document.] Where it refers to “this college,” translate that to “organization” or “company” for the purposes of thinking about what your organization could do. I’ve captured a few sections of the entire body here to add to the questions above.
”Based on the University of Central Florida Sabbaticals and Professional Development Programs as stated in Article 22 of the most recent version of Collective Bargaining Agreement, the following sabbatical policy has been developed for the Rosen College of Hospitality Management.
Policy. Sabbaticals are granted to increase an employee's value to the University through opportunities for research, writing, professional renewal, further education or other experiences of professional value. While such leaves may be provided in relation to an employee’s years of service, they are not primarily a reward for service.
B. Types of Sabbaticals
C. Eligibility for Sabbaticals
D. Application and selection [See full policies for more.]
a. Faculty must have served in the college for at least six continuous years since the year of hire and shall be eligible for a subsequent sabbatical six years from the completion of a sabbatical. Previous sabbaticals will be taken into account when ranking sabbatical proposals.
b. Proposed sabbatical projects shall show connection to the UCF mission as well as the Rosen College of Hospitality Management’s mission, goals and strategic directives.
c. If seeking an affiliation with an organization, faculty should include the project description and a letter indicating acceptance by the organization.
d. Faculty projects that designate measurable outcomes will be given priority in selection.
e. Upon completion of the sabbatical, the faculty member must submit a report of the project within 30 days. The report is subject to review by the College Sabbatical committee, the department chairperson and the Dean of the College.
f. Successful completion of the sabbatical shall be taken into account for the faculty member’s annual evaluation.
(8) In ranking the applications worthy of a sabbatical, committee members shall consider the merits of the proposal and the benefits of the proposed program to the employee, the University, the college and the profession; and the length of service since previous sabbatical. Committee members shall not disadvantage an applicant due to his/her academic discipline.
(10) In the event of an exceptional opportunity for an employee to participate in a prestigious academic award/activity for which deadlines prevent application during the normal application process, the dean may award a sabbatical outside of the above defined process. All employee eligibility requirements must be met and all sabbatical terms defined below apply.
E. Terms of Sabbatical Program
If you’ve taken a sabbatical, want to put together a proposal for one, or if you think, “No way will this work,” tell me about it! You can write to me at FridaywithJoan@aol.com. I’m glad to publish your comments anonymously.
And finally, a special note:
I’ve voted since the very first time I was eligible to do so which was, then, 21 years of age. If you are a U.S.-eligible voter, go to this link and register. Many U.S. states and territories have “cleaned” their voter registration rolls. Check, too, to see if in fact you are registered and where you should vote.
Vote in upcoming primaries and national elections. There are ballot issues and people running for office who will impact what we do in this industry. On Twitter at @meetingstoday we post links to issues in upcoming elections that impact our industry. Voting is a precious right fought for by many. It is a responsibility of us all.
The views expressed here are those of the author or those interviewed and may not express the views of our publisher.
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