Each week Dr Kirstin Ferguson tackles questions about workplace, career and leadership in her advice column Got a Minute? This week: a ruined European holiday, giving up tenure and finding references after a career break.
After more than five years of loyal service, my employer called me into an “at risk” meeting while I was on unpaid personal leave in Europe. The call came completely out of the blue; I thought it was a prank. After the meeting, instead of enjoying what should have been a relaxing six-week holiday, I lived with constant stress and uncertainty about whether I would still have a job when I returned. In the end, I retained my position. However, I am now being told I must rebuild a workplace “culture” that I played no role in damaging. Management is leaving me increasingly resentful with every passing day. I once imagined staying in this job until retirement. Now I find myself wondering whether it is time to look elsewhere.
While you might not have lost your job, it does sound like you have lost trust. My suspicion is that when you were called into your “at risk” meeting, you were simply being treated as part of a process, not a living, breathing, loyal individual. Asking you to spend six weeks on holidays wondering whether you’d still have a job will inevitably change how you feel about the organisation, regardless of the outcome.
Before making any decisions, ask yourself if you think this was a one-off failure of judgment. If it’s an isolated event, arrange a candid conversation with your manager and let them know the impact the process had on you. Their response will tell you a lot about the leadership and culture you are now dealing with. If, however, the whole event is now part of a broader pattern of cultural dysfunction, your resentment is probably an early warning sign rather than an overreaction.
Don’t stay just because you once imagined retiring there. Only stay if the organisation you see today is still one you can genuinely respect. Ultimately, loyalty needs to be a two-way street.
I’m an academic at a prestigious Australian university. My current role is incredibly stressful and political, with long hours. While I love research and teaching, the misery of my position has me considering exiting academia completely. However, I am tenured, and academic positions are difficult to come by. Should I stick it out and trust it will improve as certain roles time out, or go, knowing the door will slam shut behind me?
It sounds like you may be burnt out and in need of a decent holiday, with time away from work to really consider what you want to do next. It would be a shame to walk away from academia altogether, if that is where your career-long passion has always been. Universities, like any workplace, go through periods dominated by different personalities, politics and leaders; there is certainly no guarantee anywhere else will be better.
That said, tenure is valuable and shouldn’t be surrendered lightly. If I were you, I would try and get some time away – long service leave, sabbatical, holidays, unpaid leave – to reset and refresh. Set yourself a personal review date, six or 12 months from now, to decide. During that time, really think about what you need and want from your work. You could actively explore opportunities within your university and elsewhere, while continuing to build your research profile and professional network. Knowing you have options will help you decide what you really want.
I worked for six years as a lawyer in private practice and government before taking an extended career break of almost a decade due to caregiving responsibilities and relocation overseas. I intend to pursue a master of laws and seek part-time employment next year when my youngest child starts kindergarten. Who should I approach as suitable referees, given many of my former employers and supervisors have since retired or passed away?
Future employers are unlikely to see your career break as negatively as you do. Your years of legal experience don’t just disappear when you raise a family or live overseas. Virtually every career now includes pauses, pivots and fresh starts. Own your career break as a deliberate decision without feeling the need to apologise. A future employer is interested in what you can offer them now, so focus on the skills you bring.
In terms of choosing referees, try to think more broadly than former supervisors. Senior colleagues, mentors or even long-retired managers who knew your work well can still provide valuable references if you’re able to reconnect. If that’s not possible, university supervisors from your master of laws, volunteer roles or more recent professional contacts can help demonstrate your current capabilities and commitment. Good luck!
To submit a question about work, careers or leadership, visit kirstinferguson.com/ask. You will not be asked to provide your name or any identifying information. Letters may be edited.
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Dr Kirstin Ferguson AM is the author of Blindspotting: How to See What Others Miss and Head & Heart: The Art of Modern Leadership. Kirstin is ranked in the world’s Thinkers50 list and holds a PhD in leadership and culture. www.kirstinferguson.com.Connect via X, Facebook or email.
