Operations & Workflow Management
Navigating the Evolving Workplace in a Diverse Research Administration Environment
In the SRAI Coffee Talk (Feb 5, 2025), I joined fellow speakers Karen Mitchell, Marcos Garza, and Rashonda Harris as Moderator in reflecting on the challenges and opportunities of evolving workplace norms, such as remote work and a diverse workforce. We explored strategies to foster inclusivity and engagement in a rapidly changing professional landscape, discussed how to adapt to these shifts, and examined the role of leadership in navigating challenges related to diverse workplaces.
While our core mission as research administrators—to support research communities and enable their success—remains unchanged, our work has transformed dramatically in the last decade, especially during and after the COVID-19 pandemic. This shift has redefined how we collaborate, communicate, and maintain work-life balance. Remote work and flexible schedules have replaced the traditional 9-to-5 office model. During the Coffee Talk, we asked attendees, “What changes in your work environment have positively impacted adapting to the evolving workplace?"
Approximately 74% of 128 respondents cited ‘flexible work arrangements’ as the most beneficial adaptation. Virtual meetings have become the norm, and technology continues reshaping our collaboration. Video conferencing, for instance, has enhanced inclusivity, improved efficiency, helped save time by avoiding the commute, and expanded audience reach. However, constantly being on the camera can particularly be difficult for neurodivergent colleagues. While remote work offers flexibility, it also presents challenges, such as feelings of isolation and difficulty in collaboration. In contrast, hybrid working models are seen as more accessible and equitable, balancing flexibility and meaningful in-person interactions.
In addition to shifts in how and where we work, today's workplace is more diverse than ever. Multigenerational teams collaborate, each contributing unique strengths, values, and approaches. Baby Boomers and Gen X contribute strong work ethics, extensive experience, and leadership qualities, while Millennials and Gen Z drive innovation with their tech-savviness and digital fluency. These generational differences bring both opportunities and challenges. While diverse perspectives fuel innovation, differences in communication style can sometimes lead to misunderstandings, inefficiencies and even conflicts, ultimately reducing productivity.
Leadership plays a crucial role in fostering inclusivity and building a culture of trust within diverse teams and in a flexible workplace. Valuing the diverse perspectives of all team members, promoting cultural curiosity and open dialogue about generational differences, and addressing remote work challenges can create a more cohesive work environment. The Coffee Talk attendees’ responses reflected this: while 37% preferred a collaborative approach (team members actively contribute to decisions), 32% and 31% preferred blended (issues are discussed collaboratively before decisions are finalized) and a top-down approach (leaders make decisions with input from staff), respectively, highlighting the need for adaptability in leadership.
Below, a summary of practical takeaways for navigating these evolving workplaces is presented:
Communication and collaboration:
- Establish clear communication guidelines to minimize conflicts and promote collaboration. This is particularly essential in remote work arrangements.
- Recognize and respect the unique generational communication styles to maintain a harmonious and productive environment.
- Offer flexible communication channels (email, phone calls, instant messaging and video conferencing) and collaboration tools (such as Teams, Slack, and Asana) to accommodate diverse preferences and improve remote collaborations and inclusivity.
Workplace culture and inclusivity:
- Implement cross-generational mentorship programs and pair team members from different generations on projects to foster mutual understanding and increase team cohesion.
- Develop structured and effective onboarding programs for new team members that sets a welcoming tone.
Remote and hybrid work best practices:
- Set clear expectations, performance goals, and evaluation metrics while maintaining flexibility.
- Schedule regular virtual check-ins for both work and social engagement.
- Offer mental well-being support to prevent isolation, promote mental well-being, and enhance team productivity.
Educational and training resources:
- Appropriate targeted training and educational resources can enhance technological literacy and communication skills.
- Providing unconscious bias training to the team members can help the team recognize and address their own biases in a diverse workplace.
These strategies can help research administrators navigate the evolving workplace by embracing flexibility, fostering intergenerational collaborations, and promoting inclusivity. By integrating the strengths and values of each generation, leveraging effective communication practices, and supporting both remote and in-person interactions, leaders can build a dynamic, resilient, and thriving research administration environment.
References:
Sharma, A. Journal of Research Administration (2023). Understanding the Impact of the COVID-19 Pandemic on Research Administration in Canada, EJ1390792.pdf.
Elena, F. (2024, Oct 10). The Adaptavist Group. Working around intergenerational communication preferences. https://www.theadaptavistgroup.com/blog/working-around-intergenerational-communication-preferences?utm_source=chatgpt.com.