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Supporting Individual Researchers in a Publish-or-Perish Culture

Supporting Individual Researchers in a Publish-or-Perish Culture

Many people working in academia are passionate about their subject area. Supporting individual researchers in this environment requires strategic actions from institutions, mentors, and peers.

They strive to know more and to make a positive difference in the world. They commit themselves to their research and to producing high-quality work. The ‘publish or perish’ culture in academia, however, places pressure on researchers to frequently publish their work to secure funding, career progression, and professional recognition. While this can lead to advancements in knowledge, it also creates challenges such as stress, burnout, and ethical dilemmas.

Strategies to Support Researchers:

1. Encouraging Quality Over Quantity

Praising and rewarding exceptional contributions are essential. By praising researchers who produce outstanding research, the research community may be reminded that quality matters more than quantity.  Fostering quality over quantity requires a supportive environment including flexible timelines, tools, resources, mentoring and assistance to fully engage in research work. Researchers may produce work of a higher calibre if they are allowed to take their time and are not under any pressure to finish their research quickly. The quality of research naturally increases when researchers can question presumptions and look beyond obvious solutions. To ensure a deeper level of analysis, critical thinking and consideration, it is important to establish a culture where research is viewed as a journey rather than merely an act of data collection.

2. Providing Mental Health and Well-Being Resources

Many people working in research face a heavy workload while trying to meet tight deadlines. Researchers within the Higher Education (HE) sector may encounter a variety of challenges such as limited career support, job uncertainty, anxiety and working in isolation.

Supporting employees’ well-being can never be a one-off event. It needs to be part of everyday conversations. Trust is important because individuals are more likely to share mental health concerns with their manager if they have a positive working relationship with them. Conversations around mental health should start from day one. Newly recruited academics need to be assured that they can have a conversation about mental health, and they will receive the necessary support.

Most universities offer Employee Assistance Programmes and provide free, independent and confidential support, including counselling. Education Support, which is a UK charity, supports the mental well-being of education staff in universities. The Charity called Mind offers advice to people with mental health problems as well as a range of initiatives. Samaritans aim to provide emotional support to anyone in emotional distress, and they can be accessed at any time of the day.

Universities and academic institutions may provide a series of individual counselling and coaching sessions to staff members. Cognitive Behavioural Therapy (CBT) can help with handling a range of mental health issues, including imposter syndrome. Through CBT techniques, we learn to see ourselves and the people around us in a more positive light. Therapists can teach us to challenge negative beliefs and critical self-talk, as well as develop a more rational mindset. Counselling can help us become more self-aware and realise when our negative feelings arise. The more we learn about them and realise what triggers them, the more skilfully we will be able to replace them with logical and rational thoughts.

3. Offering Mentorship and Career Development

Mentoring is a form of professional development which enables individuals to improve their skills and further their careers. It is an ancient craft. The first recorded use of the word ‘mentor’ dates back to Homer’s epic poem The Odyssey. A mentor may wear many of the proverbial ‘hats’ from being a sounding board, a role model, a motivator and a coach, to being an expert adviser. If you have successfully taken part in mentoring before (whether as a mentor or a mentee), you probably agree that mentoring is a powerful tool to foster skills and talent.

Harvard Business Review has recently found that a learning-oriented work culture can promote an inclusive environment. Collaboration, trust, communication and development opportunities can enable a culture which supports academics and researchers. Professional courses and training events for employees can focus on developing both technical and soft skills, as well as provide knowledge-sharing opportunities.

Universities, as learning institutes, need to open their doors more to foster not only the learning of their students but also of their researchers, academics, managers and academic support staff. Fostering a culture of mentoring and career development can help universities to stand out and thrive.

4. Promoting Open Science and Collaboration

Attending networking events could help academics be informed of key developments. They could have the opportunity to introduce themselves to other scholars, to tell them about their work and to forge collaborations across borders. They might hear about new job openings, funding opportunities, or receive invitations to other academic events. They may discuss industry trends with others and come up with new, innovative ideas. For more information on the benefits of networking, please see this site.

Facilitating interdisciplinary teamwork and cross-institutional projects promotes collaboration and idea sharing among researchers. Connections between researchers from various backgrounds can be facilitated by promoting collaborative research projects and facilitating networking through conferences and events.

Collaborations can take many forms, including interdisciplinary, international, private-public, academia-industry-government etc. Combining different viewpoints is helpful. It contributes to increased productivity,  strengthening the quality of research and more visibility. Researchers should be provided with the tools and resources to share their data openly, ensuring that it is accessible for others to use and build upon. Encouraging researchers to publish their findings in open-access journals makes their work freely available and helps researchers to share knowledge with others.

One of the most frequent concerns about open science is the possibility of ethical problems and privacy violations, particularly when handling sensitive data. Clear policies and procedures for data sharing must be established by researchers in order to handle such concerns. Data must be anonymised and safeguarded as necessary.  For more information on how to encourage open science, please do take a look at the Open Universal Science’s website here.

A guide to publishing for Early Career Researchers

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Henrietta Nagy

Henrietta Nagy is a seasoned portfolio worker with over 10 years’ experience in the UK education sector. Henrietta writes educational content, designs academic courses, delivers university lectures, mentors entrepreneurs, and provides career development coaching. One of Henrietta's recent organisational clients is the Oxford University where she has facilitated over 100 hours of learning events. With 9 years of higher education studies internationally (including an MBA), she has worked with CEOs, academics, scholars, managers, women entrepreneurs, academic administrators and other consultants.

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