 The pandemic's changed all of us in a lot of ways in terms of how we work, kind of what we value in life. Here in the United States we lost 1.1 million people due to COVID. Studies indicate maybe about 900,000 of those individuals would have been in the workforce but now they're gone. So in a lot of ways there's that, there's also retirements, we had a lot of people that exited the workforce earlier than they would have otherwise because they're viewing life through a different lens. And they've said, you know, this isn't worth it or I want to do something different with my time. And they've completely exited whereas they probably would still be working right now. Also childcare and elder care continues to be a significant issue in our country which unfortunately and culturally in our country that falls largely to women. And until we figure that out we're going to have a large segment of the workforce that is inaccessible to us as employers. And then we have a demographics issue. We've long talked about the enrollment cliff of 2025 but that affects the workforce too. And so what we're also seeing as we move forward in time, we've had less participation and just new workforce over time and that's expected to continue to decline. So you take all that together and we have more openings and higher education than we have people to fill them. The biggest reason that the individuals who participated reported living is pay, which is not a surprise in the least given the current economic environment and what some other employers especially outside of education are doing to lure top talent. But overall the biggest predictor or the biggest driver of retention in higher education is job satisfaction and well-being. And there's a lot that goes into that but ultimately if someone is satisfied with their work, if they're recognized for their contributions, if they are regularly received praise, they have a boss that actually invests in them and is looking out for their overall well-being. We've got a good culture that encourages overall well-being. These are all things that help create a space that people are more likely to stay in as well. But flexibility and remote work continues to be a big driver as well and we have a significant misalignment with that in higher education. And as for where people are going when they're looking outside of higher education, the response tells us overall people are looking to stay in our higher education but when it comes to our IT friends, which is what we're here to talk about primarily, a significant number of them that's about 78% are looking at that for-profit community outside of the non-profit higher education world. So that's actually not too much of a surprise given what we were also dealing with pre-pandemic with IT positions and some of our top talent being pulled away. Well, I mean, first and foremost, continue to advocate for salary increases and regular pay increases that are meaningful. As a CIO or as a Chief Technology Officer, typically you're going to be more senior in the organization, have a seat at the table, have the year of HR and the president talk about these things. The fact of the matter is that pay continues to be a big driver but we can also do more to offer options in the way of remote and hybrid work, which helps with that flexibility piece. Furthermore, we've got to be mindful of the workload and what we're asking people to do and how our culture impacts people's overall well-being and ultimately their job satisfaction as well. And also simple things like looking for ways to recognize employees for their attention, asking them some of the simple questions of like, how are things going? How can I help you? Are the things about your job that energize you or maybe that drag you down? And also having a concern or enter into conversations with your teams or what is it you would like to do? I like to say, what do you want to be when you grow up? But it's basically the same thing. If it's not where you currently are, what is it you would like to be and how do we help you get there? Because ultimately these are things that all contribute to the culture of our organization, our teams, and help drive overall job satisfaction and well-being.