#AcademicLab #Startup #ExploitationConcerns
Hey there! 👋 Has anyone else ever felt exploited in an academic lab that’s aiming to launch a startup? I recently joined a small lab with plans to transition into a startup, but things are starting to feel a bit off. Here’s what’s going on:
– Only receiving an average academic salary while being pressured to work long hours with no job security in sight 😣
– Feeling like there’s a lack of communication and transparency from the bosses about the business side of things 🤔
– Unsure about the viability of the product being developed and the potential success of the startup 🤷
I’m torn between leaving and feeling guilt over potentially leaving the team in a tough spot. Any advice on how to handle this situation? Maybe it’s worth having a conversation with the bosses about your concerns and expectations. 🗣️ Let’s share our thoughts and experiences to help each other navigate through these challenging situations! 💬 #AcademicLabDilemma #StartupEthics #NavigatingWorkplaceIssues
Making an MVP in two weeks and launching and getting money is only one way to build. You can also build a totally different way. You can even build to pivot, or build expecting change or failure.
If you do stay you can give them more visibility into your work. This might result in more micromanagement or it might result in more trust. It’s hard to say without trying first.
A toxic environment is barely acceptable in a startup where you’re a founder or have large equity – and is completely unacceptable when you’re just an employee. You’re presumably young and full of promise. You’re an engineering post doc – you do the math.
Founders agreement, or step away. Of course it’s possible to create such an agreement this early, happens literally all the time.
This sounds like a “team” that will go up in smoke. Take care of yourself first…
This situation sounds crappy, but I hear you on the possible guilt of leaving them in the lurch.
You need to state and stick to your boundaries, give them a chance to correct things, but then you must be truly resolved to leave if your boundaries are not respected.
Here’s what you can do:
– Have a real honest talk with them about your concerns. “This situation isn’t working for me for these reasons. Is there something we can do to fix this?” I don’t recommend ultimatums at this point because they make people defensive, and ideally you want them in problem-solving mode. Maybe they had no idea of the effect they were having. Help them see that, and the impact. Try to have a real negotiation about how you will continue to work together. You have real leverage here, if they will truly be stuck with you: recognize that and keep it in mind as you are discussing things. “We both need each other, how can we make this work?”
– If they dismiss your concerns, “that’s just how it is,” etc., THEN you can state your intentions. “If you’re not willing to make these changes, then unfortunately this role is no longer a fit for me.” And be prepared to leave. You gave them a very fair opportunity to make the situation work for you, and they didn’t take it.
– If they agree to make changes, have some specific requests in mind. “I can’t be available to respond to email or Slack on weekends” “When you have an assignment for me, I need you to communicate it like X instead of Y”.
– If they agree to make changes, but don’t follow through, then you can hold them accountable. “I asked for X, but then you did Y. What happened?”
– If they keep behaving poorly, then you can leave in good conscience. “I asked for these things to change, you agreed but then haven’t done them. So unfortunately, this situation isn’t working for me and I will need to resign.”
But do try to negotiate first. Help them see the impact they are having. If they never get pushback, then what reason would they have to change?
Leave.
Get another job or whatever.
Don’t worry about them. They will find someone or learn a lesson.
Always do what makes you happy if the others working with you are not understanding or don’t know what they are doing.