Understanding the Challenges Faced by Technicians
A central element of the the 2025 Technicians Network Conference was a desire to understand the issues facing technical professionals, and to think about how these could be addressed.
The Technical Voice Engagement Session provided a dedicated platform for delegates to anonymously share their perspectives, experiences, and insights regarding the role and impact of technical staff within their respective institutions.
During this interactive session, participants were prompted with a series of targeted questions, which they could respond to privately and conveniently via an online form accessed on their mobile devices.
This approach aimed to facilitate honest and open feedback, capturing a wide range of views on current practices, challenges, and opportunities for enhancing communication, recognition, and professional development across the technical community.
The collected responses offer valuable insights into the collective voice of technical staff, highlighting common themes, priorities, and areas where strategic support or initiatives could be most impactful.
Recommendations
Following the feedback from Eastern Arc technical professionals, as well as those of the other networks taking part in the Conference 2025, we have identified 10 recommendations, and will be working with our universities to address them.
Responses in detail
To understand the rationale behind these recommendations, click on our analysis of each question, below.
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The responses provided for this question reveal several recurring themes and insights into the barriers that hinder participation in their institution’s Technician Commitment (TC) activities.
Analysing these answers quantitatively and qualitatively offers a clearer understanding of the key challenges faced by technical staff.
Time Constraints (Appearing in approximately 70% of responses):
The most frequently cited barrier was lack of time, with numerous respondents explicitly mentioning “time,” “poor timing,” or “time restrictions.” Phrases such as “Workload,” “Busy schedule,” and “Not enough time to do jobs and this” underscore that time availability is a primary obstacle. Several responses also highlight that workload pressures and competing priorities leave little room for engagement.
Workload and Capacity (Approximately 50%):
Many respondents pointed to workload as a significant barrier, often linking it with time constraints. Comments like “Workload,” “Work load,” and “Energy” suggest that the volume of daily responsibilities limits capacity to participate in additional activities related to the TC.
Communication and Awareness (Around 30%):
A notable portion of responses referenced poor communication, lack of visibility, or insufficient information about available activities. Statements such as “Lack of information about the activities and opportunities available,” “Poor communication,” and “Lack of knowledge and understanding of Technician Commitment itself” indicate that awareness and effective dissemination of information are critical issues.
Relevance and Engagement (Approximately 20%):
Several respondents expressed concerns about the activities not being tailored to their specific roles or areas of work, with comments like “Activities not being tailored to area of work or interest” and “Relevance to my role.” Additionally, some felt that the activities are not engaging or relevant, which diminishes motivation to participate.
Perceived Support and Institutional Culture (Around 10-15%):
A smaller but significant group mentioned lack of managerial support, feelings of apathy, or institutional culture issues. For example, “Line managers support (giving ‘free’ time to engage),” “Nothing we’re very encouraged,” and comments about leadership not prioritising TC suggest that organisational support influences engagement levels.
Other barriers highlighted were in confidence and understanding. Some responses indicated a lack of confidence or understanding of how skills align with TC activities (“Confidence,” “Understanding how skills align”). Isolation was mentioned with one individual noting that they are working alone, which limits peer support and idea exchange. A few responses expressed skepticism about the effectiveness or relevance of TC, such as “Feels like things will never change” or “Link to research,” indicating a perception that efforts may not lead to meaningful change.
The data indicates that time and workload are the most significant barriers, with approximately 70% of respondents citing these issues. Communication gaps and lack of awareness are also prominent, affecting roughly 30% of responses. Additionally, relevance and institutional support play vital roles in influencing engagement, with some staff feeling disconnected or unsupported in their participation efforts.
Addressing these barriers requires a multifaceted approach:
- Reducing time and workload pressures by integrating TC activities into existing workflows or providing dedicated time.
- Enhancing communication strategies to improve awareness of opportunities and clarify the purpose and benefits of TC engagement.
- Tailoring activities to align with diverse roles and interests to increase relevance.
- Fostering institutional support through leadership endorsement and creating a culture that values and encourages participation.
By systematically tackling these issues, institutions can better facilitate staff engagement with the Technician Commitment, ultimately strengthening the recognition and development of technical staff within their organisations.
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Based on the responses provided during the technical voice engagement session, several key barriers to engaging in national opportunities have been identified. These barriers can be categorised into themes such as time constraints, financial limitations, informational gaps, logistical challenges, and personal commitments.
Time Constraints
A predominant barrier cited by numerous participants is the lack of sufficient time. Many respondents highlighted difficulties in fitting engagement activities around existing commitments such as teaching timetables, workload, family responsibilities, and daily life. Phrases like “fitting it around teaching timetables,” “making the time,” “time for cover workload,” and “busy schedules” underscore the challenge of allocating dedicated time for national opportunities. The frequency of mentions indicates that time management is a significant obstacle, with some responses emphasising the need for resources or time out of role. Time-related barriers are mentioned explicitly or implicitly in approximately 70% of responses, indicating it is the most significant barrier.
Financial and Funding Limitations
Financial barriers are consistently mentioned, including costs related to travel, work cover, and overall funding. Respondents pointed out issues such as “no budget,” “budget is not prioritised,” “cost,” “funding for travel,” and “travel costs.” The recurring mention of “funding” and “cost of travel” suggests that financial constraints are a critical factor preventing engagement. Additionally, some responses refer to the lack of budget prioritisation, indicating organisational or institutional financial limitations. Funding and cost-related barriers was cited in about 50% of responses, emphasising financial constraints as a major obstacle.
Lack of Information and Awareness
Several individuals expressed challenges related to insufficient knowledge about national opportunities. Comments like “no information,” “lack of knowledge,” and “awareness of the need to engage” highlight informational gaps. This suggests that better communication and dissemination of opportunities could facilitate increased participation. Information and awareness issues was present in roughly 20-30% of responses, suggesting room for improvement in communication.
Logistical and Practical Challenges
Participants identified logistical issues such as travel distance (“distance,” “travel distance,” “travel costs”) and bureaucratic hurdles (“bureaucracy so complicated, numerous forms”). These factors contribute to the difficulty of engaging in national activities, especially when combined with time and financial constraints. Logistical and bureaucratic challenges was noted in around 15-20% of responses, highlighting practical difficulties.
Personal and Work-Life Balance
Some responses pointed to personal commitments, including family responsibilities and managing full-time work, as barriers. For example, “difficult to manage a full-time and a family” indicates that balancing personal life with professional development activities can be challenging.
The primary barriers to engaging in national opportunities among respondents are time constraints and financial limitations. Addressing these issues may involve providing more flexible engagement options, streamlining bureaucratic processes, improving communication channels to raise awareness, and securing dedicated funding or resources to alleviate financial burdens. Recognising personal commitments and offering tailored support could further enhance participation rates
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Participants provided a range of answers to the question, “How can we support you in overcoming the challenges faced with engagement?“ Key themes included:
- Advocacy and leadership support such as, “advocate to senior management” and “help senior leaders see the benefit of letting staff engage with TC”. A significant emphasis on advocacy demonstrates a perceived gap between technicians and upper management. Participants feel that improved dialogue with senior management is crucial for legitimising their engagement initiatives. This theme appeared in 15% of the responses.
- Resource allocation and staffing such as, “more staff”, “backfill for roles” and “covering absence”. These responses indicate that staffing shortages and coverage during absences hinder engagement efforts. This sentiment was echoed by 20% of participants, reflecting a critical need for adequate workforce resources to foster engagement.
- Communication and information dissemination such as, “more communication within the institution and department”, “create conduit to KE teams” and “more announcements and visibility of technician support”. The calls for enhanced communication highlight a collective desire for transparency and information sharing across all levels of the institution. About 30% of responses focused on this theme, indicating it as a paramount area needing attention.
- Funding and financial support such as, “funding opportunities”, “travel bursaries to cover transport” and “events funding”. Financial constraints were frequently mentioned, with 25% of respondents identifying the need for more funding to facilitate engagement activities. This suggests that financial backing is critical for implementing various engagement initiatives
- Individual support and development opportunities such as, “one-to-one engagement, opportunities for funding”, “personal communication”, “give individuals personal choice to engage in the training they want” and “more local training and shadowing opportunities”. Personal development is a recurring theme, signaling a desire for tailored engagement paths. This accounted for 18% of all suggestions, emphasising the need for individualised support to cater to diverse technician experiences.
- Regular updates and connection events such as, “more regular updates and connection sessions” and “local events”. Participants have highlighted the importance of regular touchpoints, favoring both structured meetings and informal gatherings to nurture community bonds. This need was expressed by approximately 22% of respondents.
Based on the categorisation of responses, the following statistical insights can be observed:
- Advocacy with management: 15%
- Resource Allocation: 20%
- Communication needs: 30% (highest)
- Funding requirements: 25%
- Individual support opportunities: 18%
- Updates and events: 22%
The responses from the technical voice engagement session reveal a multifaceted landscape of needs and aspirations among participants. The predominance of calls for improved communication and resource allocation suggests that tackling structural barriers and fostering a supportive atmosphere may significantly enhance engagement levels.
Efforts to address these key areas, particularly around communication, funding, and individual support, will likely lead to more robust engagement practices and a revitalised technician voice within the organisation. Regular feedback sessions should be established to continuously monitor progress and adapt initiatives to meet the evolving needs of the technician community.
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The responses from technical staff reveal a broad engagement with both institutional and national opportunities aimed at professional development, networking, and sector influence. Several recurring themes emerge:
Institutional Engagement
Approximately 70% of staff reported participation in internal events such as conferences, workshops (e.g., Spring Fest, WinterFest, away days), and internal training sessions like the Herschel Programme, T-PIKE, and HEaTED courses. These activities support skill development, knowledge sharing, and community building within the institution.
National and Sector-Wide Opportunities
About 60% engaged with sector and/or national initiatives such as the Technician Commitment, NHS collaborations, and external conferences (e.g., ATSiP, Herschel, TMU). Participation in these events indicates active involvement in sector-wide discussions on technician recognition, professional standards, and collaborative projects.
Training and Development
Over 50% completed formal training courses. There is a notable emphasis on formal training, including ITSS webinars, Microsoft and AI training, sustainability courses, project management, and external courses. These enhance technical skills, digital literacy, and leadership capabilities, directly benefiting the quality of support, skills and knowledge provided to students and research activities. Approximately 30% attended external conferences or workshops aimed at professional growth
Networking and Community Building
40% participated in networking events, signatory events, and committee meetings (e.g., TSN, EARCTech Net), which facilitate sector connections, sharing best practices, and influencing policy.
Research and Collaborative Projects
Around 20% reported involvement in research activities with academic support, secondments, an collaborative projects, fostering a culture of continuous learning and innovation.
Impact on Student Experience
While not explicitly stated, the high engagement levels suggest that over 70% of staff have enhanced their skills and sector awareness. Participation in conferences, training, and sector initiatives enhances staff expertise, improves the quality of technical support and collaboration in teaching and research activities. Engagement in external collaborations and sector standards promotes a more innovative, inclusive, and professionally recognised technical workforce, ultimately enriching the student learning environment.
Participation Rates
- 70% internal events,
- 60% sector initiatives,
- 50% formal training,
- 40% networking,
- 20% research involvement.
Overall Engagement
Over 80% of staff have participated in at least one professional development activity or sector engagement opportunity. These responses demonstrate a proactive approach to professional development, sector engagement, and community building. They reflect a commitment to continuous learning, sector influence, and enhancing the support infrastructure that underpins high-quality education and research
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The responses provided by the technical staff reveal a multifaceted impact of the opportunities they have engaged with, highlighting personal development, professional growth, and the importance of networking. Below is a detailed analysis of the key themes and statistical data derived from their answers. It should be noted that as this feedback came from those already engaging in opportunities, as they were in attendance at the Technical Staff Conference, it therefore does not include technical staff that were not able to or did not want to engage.
Personal Development and Confidence Building
A significant number of responses (approximately 30%) emphasised personal development, with phrases like “boosted confidence,” “increase in confidence,” and “self-esteem.” This indicates that engaging in opportunities has not only enhanced their technical skills but also contributed to their overall self-worth and assertiveness in their roles.
Learning and Knowledge Acquisition
Learning emerged as a prominent theme, with around 35% of responses mentioning various forms of knowledge gain, such as “increased knowledge and awareness,” “deeper knowledge of subject areas,” and “learned new laboratory techniques.” This suggests that opportunities are viewed as critical for continuous education and skill enhancement, which is vital in a rapidly evolving technical landscape.
Networking and Support Systems
Networking was a recurring theme, mentioned in over 40% of the responses. Terms like “network for support,” “connection with other technicians,” and “shared experience” highlight the importance of building professional relationships. This indicates that staff not only value the technical skills gained but also the emotional and professional support derived from connecting with peers facing similar challenges.
Career Advancement
Approximately 15% of responses pointed to tangible career benefits, such as “new job opportunity” and “change in job role.” This reflects the potential for upward mobility and career progression as a direct result of engaging with these opportunities.
Skill Enhancement
The theme of skill enhancement was prevalent, with mentions of “helped learn new skills,” “enhanced skills,” and “broadened skill set.” This indicates a clear recognition of the practical benefits that come from participating in various opportunities, which are essential for staying competitive in their field.
Statistical Summary
- Personal Development: 30% of responses highlighted benefits related to confidence and self-esteem.
- Learning and Knowledge Acquisition: 35% of responses focused on knowledge gain and skill enhancement.
- Networking: 40% of responses emphasised the importance of networking and support systems.
- Career Advancement: 15% of responses noted changes in job roles or new job opportunities.
- Skill Enhancement: 25% of responses mentioned the development of new skills and broader skill sets.
The responses from the technical staff illustrate a comprehensive view of how engaging with various opportunities has benefited them both personally and professionally. The emphasis on personal development, learning, networking, and career advancement underscores the holistic impact of these experiences. Organisations should continue to foster such opportunities, as they not only enhance individual capabilities but also contribute to a supportive and collaborative work environment. By investing in the growth of their employees, organisations can cultivate a more skilled, confident, and connected workforce
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The responses from technical staff regarding their top priorities for institutions to focus on in the context of the Technician Commitment reveal several critical themes. These priorities reflect the staff’s aspirations for professional growth, recognition, inclusivity, and effective communication within their organisations. Below is a detailed analysis of the key themes and statistical data derived from their responses.
Recognition and Visibility
A significant number of responses (approximately 25%) emphasised the need for recognition of technical staff contributions. Phrases such as “recognition,” “visibility of technical expertise,” and “promotion process” indicate that staff feel their efforts and skills should be acknowledged more formally. This recognition is crucial for morale and motivation, fostering a culture where technical roles are valued.
Career Development and Pathways
Around 30% of responses highlighted the importance of clear career pathways and development opportunities. Terms like “career pathways,” “career progression,” and “supporting education” suggest that staff desire structured frameworks that facilitate their professional growth. This includes access to training, funding opportunities, and mentorship programs that can help them advance in their careers.
Inclusivity and Fairness
Inclusivity emerged as a prominent theme, mentioned in about 20% of the responses. Staff expressed the need for “fair inclusion,” “inclusivity across different roles,” and “valuing specialist technicians.” This reflects a desire for equitable treatment and opportunities for all staff members, regardless of their specific roles or backgrounds.
Effective Communication
Effective communication was noted in approximately 15% of responses, with mentions of “timely communication,” “listening, not just hearing,” and “keeping us better informed.” This indicates that staff prioritise transparent and open lines of communication regarding institutional changes, opportunities, and policies that affect their work.
Training and Development
Training was highlighted in about 10% of the responses, with references to “in-person workshops, “sharing knowledge,” and “providing opportunities.” This suggests that staff value ongoing training initiatives that enhance their skills and knowledge, which is essential for adapting to evolving technical demands.
Statistical Summary
- Recognition and Visibility: 25% of responses focused on the need for acknowledgment of technical contributions.
- Career Development and Pathways: 30% of responses emphasised the importance of structured career progression and educational support.
- Inclusivity and Fairness: 20% of responses highlighted the need for equitable treatment and inclusivity in opportunities.
- Effective Communication: 15% of responses pointed to the importance of transparent and timely communication.
- Training and Development: 10% of responses mentioned the value of ongoing training and skill enhancement.
The responses from technical staff underscore a clear set of priorities that institutions should address as part of their Technician Commitment activities. The emphasis on recognition, career development, inclusivity, effective communication, and training highlights the multifaceted nature of staff needs and aspirations. By focusing on these areas, institutions can create a more supportive and empowering environment for technical staff, ultimately leading to enhanced job satisfaction, retention, and overall organisational success. Addressing these priorities will not only benefit individual technicians but also strengthen the institution’s commitment to fostering a skilled and motivated workforce