In this episode of Roompact’s ResEdChat, Crystal talks with DeVante Parker from UC Berkeley about why fun isn’t optional—it’s essential. From wrestling metaphors to low-cost team strategies, DeVante shares how joy, structure, and care can transform Residence Life culture.
Guest: DeVante Parker (he/him), Resident Director at University of California Berkeley
Host: Crystal Lay
Listen to the Podcast:
Watch the Video:
Show Notes:
- How to Have Fun at Work with Employees: 20 Ideas
- 23 Fun Activities at Work to Improve Company Culture
Roompact’s ResEdChat podcast is a platform to showcase people doing great work and talk about hot topics in residence life and college student housing. If you have a topic idea for an episode, let us know!
Transcript:
Crystal Lay:
Hello, and welcome back to Roompact’s ResEdChat Podcast, a platform to showcase people doing great things and talking about cool stuff in college student housing and residence life. I am your host, Crystal Lay, and I use the she/her series pronouns.
We are going to talk about fun today, fun in the workplace. Yes, I put it in one sentence. It is possible to have fun where you work. And even more so, it’s important to have fun when you do the work that we do in residence life. It can be hard. It can be tricky. It can be heavy.
And so our guest today is someone I consider to be an expert on fun, whether it be bringing in different activities or just the joy that they exude when you get to share space with them. I am very thrilled that he said yes to talking to us today about how we can make our work more fun when we work in residence life and housing. And so with that, I will have our guests introduce themselves. I can’t hear you.
DeVante Parker:
Okay. What about now?
Crystal Lay:
Okay, perfect. Yep.
DeVante Parker:
Cool. All right. So I appreciate the introduction that you gave me. My name is DeVante Parker. I use the he series pronouns. I’m currently a resident director at UC, Berkeley, but I come to Berkeley from the most magical place on Earth, 2,917 miles away from where I currently stand at, in Hampton, Virginia.
I did my grad program at NAU. Took the really traditional route of three years of being an RA and then decided that that’s what I wanted to do for the rest of my life. So then I got a master’s in student affairs, and now I’m here. Yeah. And I love it. And appreciate being here today.
Crystal Lay:
Yes. Well, thank you so much. And just the energy in your voice, I’m like, “This is going to be exciting.” We’re going to talk about fun, and we’re going to have fun. I can’t wait.
Okay. So let’s get to our first question. So I think fun can feel like more of a luxury or an add-on when the work is heavy. And so when you hear this idea of having fun, what does that actually look like for you, DeVante, in residence life? And then why do you think it’s essential and not optional?
DeVante Parker:
So I think fun for me at work, it looks like a couple of different things. For one, I feel like I’m a creative person, so I love to be able to creatively infuse my passions, my outside passions into work for me to enjoy and for other people to enjoy as well.
I also just love my job. So having fun is interacting with students, finding creative ways. We have Gen Z students coming in. I’m also a Gen Z-er myself. So finding creative ways to interact with students and engage with students, such as social media and our welcome events in the hallways, and having to think outside of the box with this pervasive thing that we have called the internet, just making the way that we interact with people in such different… It’s different than it used to be. So finding creative ways to do that.
So I think what fun looks like for me specifically, it’s like when I’m able to infuse my why of why I’m here with my passions, and I’m able to do that and have other people laugh and engage and outwardly have fun themselves, it makes it even better for me. So that’s really fun for me. And you’re going to hear that word a lot in this.
But I think it’s essential because it’s going to the second part of that question. I think it’s essential because as everybody in res life knows, our job has a tendency to be very tough. It’s heavy, you know? So obviously, the timing is very important in these things. But when you have lighthearted moments in between and you could see the passion from above or from your coworkers or things like that, I feel like it can really drive people to stay because it also causes people to remember what brought us here in the first place. What made it that we wanted to be in student affairs? Was it where we had fun with programming? Was it those…
I feel like it’s usually aha moment was when you were having fun as a student, like a student affairs part-tier or as a student worker. So that’s why I think it’s essential because it helps us remember our why, especially in those tough times when we go through… God forbid we go through those moments where it gets really tough.
Crystal Lay:
I’m glad that you mentioned the generational thing, too. I’m an xlennial, dangerously close to being a millennial, right? But sometimes my idea of fun might be different. And so I’m always excited to learn from folks from different generations.
I went to a conference and someone said, “When you put a period in a text message, that means you’re angry.” I was like, “I’m just trying to be polite.” And so I tried to lean into what can I learn and how do I ask more questions about what would be fun to someone. And so not to box people in, but I thought that was pretty cool when you mentioned the generational piece.
So can you share a specific moment when you or your team turned a stressful situation into something fun or joyful?
DeVante Parker:
Yeah. We’re going to have to throw it back here back to my RA days. So this was my third year as an RA, and it was a welcome event that we had. And if anyone’s familiar with NAU, the Tinsley Hall, our mascot is Tina the T-Rex. So we had Tina’s T-Rex Turn-Up as an alliteration. It was really fun.
And what we had as an idea was that we were going to have a party of a bunch of activities and fishing for ideas, things like that. We were fishing for ideas for it. And my idea was that we did karaoke because I’ve done it in the past and it’s one of my favorite things to do as a program, and a lot of people enjoy it usually. But other people in my team weren’t as enthusiastic about it. But I pushed for it because I’ve had a lot of success with it in the past.
But I could tell as we were getting closer, too, that it was more so of an afterthought. And on the day of, I was told that it was going to be away from the other activities that were on the ground floor and it was going to be on the second floor in the TV room of the building, which had no windows. So it was going to be hot and it was away from everything. And I was really stressed out because I cared about this event, and I cared about that part of it. And I thought it would be difficult to get students to really engage in it, especially while I was going to be away from everyone.
So I started to think like, “How could I make this fun for me but also bring people in at the same time?” And I did it the best way I knew how at that point, which was by singing karaoke myself very loudly. Not obnoxiously loudly, though.
But I did Milkshake by Kellis and then things like that. And I thought that people hearing that really drew them in like, “Okay. Maybe there’s a lot of people here,” but it was really just me. But that caused people to stay.
And once I noticed that there was a lot of people, my go-to karaoke song is Bohemian Rhapsody. I love Bohemian Rhapsody because it gets the crowd involved. Most people know it. You can sing it along. The words are on the screen anyway. So I told them to sing it along, and that really made the moment so much better because then people were like, “Okay, I’m ready to be up there and sing. I’m ready to do this.”
So it was really fun. And it turned that stressful time into a fun time. And it turned out to be one of the most important fun times that I’ve had as an RA. And it showed me that if you can show your passion and the other people could tell that you’re having fun in that space, it creates a space where other people… Fun is allowed, and other people can experience fun in the ways that they want to. And it almost encourages other people to be passionate and be comfortable being passionate.
As a Gen Z-er, I can tell you that sometimes showing passion is not cool. Not cool in quotation marks. You got to be nonchalant. But when it’s shown, it helps out a lot.
And I get this principle from… I’m a huge fan of professional wrestling. If you don’t know me, I love professional wrestling. And I like WWE or AEW, and there’s principles from it that I bring into my work. And I promise it’s not chair swinging.
But it’s really cool because even though people know that professional wrestling is predetermined, it’s still one of those things where you have to believe in what you’re doing in order for people to believe in it as well that are watching. And I truly believe that that transcends things in general. Because if you don’t believe in a program that you’re doing, it’s going to fail. Because why would I go to a program that you’re putting on and you’re just doing it halfway?
And I think it’s the same with anything that you put into… any work that you put in with student affairs. And if you’re having fun, it really shows the other people that, “Okay, I can have fun with this too. And I can tell that they enjoy it, so I’m going to give it a shot.” And I really think that that showed in that manner. Even when we were stressed out, that really helped bring people in. And that was the most attended part of the welcome event, so that was really cool.
Crystal Lay:
And I also heard in there being flexible, being able to pivot and put yourself out there, too, right? You’re like, “Okay, if I want people to try this, I want to try it myself.” And then you also selected, like you said, a song that would bring folks in. So it’s also inviting people in to have fun. I think I pulled that out of what you said, too, so thank you.
So money. Let’s talk money. When you’re putting on an event or you’re trying to do something fun or social in the workplace, I see dollar signs. So I want to talk to you about, like, what are some practical low-cost or no-cost strategies that you’ve used to infuse fun into, let’s say, a staff meeting or an on-call week or just day-to-day operations?
DeVante Parker:
Yeah. So I think with staff meetings, for sure, I love to have no cost traditions. I love to do passion projects. That’s a student affairs fave. We also have these things called Kahoot battles that I have where we’ll find a random Kahoot. Since I have a staff of 10, I don’t have to pay for the premium version. We can use the free one, and that really works out. But we have them do a Kahoot battle on random topics. Or maybe if I create one, then we have them in teams. I did one on March Madness once. It was really cool.
And I’ve also… I love team builders that are outside of the box, or I try to make them outside of the box. We did a Jeopardy game a couple years ago that had topics… like fun facts about the school that I was at at the time, but also about me and my supervisor and then also the team themselves, the student staff members, and it was a hit.
I really love that one. I think about it to this day. On the day-to-day level, I love encouraging fun-on-ones that… I mean, it’s in the name, right? It fun-on-one. You get to do things outside of the office, and it’s a really fun time.
One time I remember I did… It was literally the whole one-on-one. We still got work done, but we were kicking a soccer ball the entire time. And I love soccer. He loves soccer. It was a really fun time.
And then, I always have music playing. I find that music is a great connector of people, especially across generations, because you grow up listening to music that your mom plays, and then you play it. And then other people are like, “Oh, my mom played that, too.” And it’s really fun.
And I also try to build a rapport with students and staff when I have the capacity. If I see them in the hallways, I’ll try and joke with them, work appropriately, of course. And then make sure that if we talked about something beforehand, follow up with them on that. And it’s really fun.
On a peer-to-peer level, I feel like the places that I’ve worked at, I am very famous for my presentations because I love them being very extra and very interactive. I love bringing my passions into it, as well as other people’s passions into the workplace.
I mentioned that I’m a huge fan of professional wrestling. I love when I have a presentation that I do a wrestling-style introduction into my presentation about whatever I’m… If it’s about me, then me, or whatever I’m doing with the presentation. I’ll come out with the theme music playing and the belt. I’m coming in, and it’s really fun. And I think people love that, too, because they love cheering and playing along. And it’s really cool.
Another example of this is we had the student affairs panel that I was moderating, and it was a student affairs panel for our student staff. And I was thinking of ways to keep people interacted. Because It was during our staff meeting time, which is 7:00 to 9:00. And we all know 7:00 to 9:00, that’s mimi times. We’re ready to go to bed. We’re sleepy.
So I was thinking like, “What are some ways that I could bring this out and set the tone?” And I love basketball. So Michael Jordan’s one of my favorite players. Love the Chicago Bulls from the ’90s. And one of the best parts of the stuff before the game is when he comes out. It’s like, “From North Carolina at guard, 6’6″, Michael Jordan.” I was like, “What if we did that for the panelists?” Because some of these people were from all over the division of Student Affairs, so not everyone in the student staff knew them.
So I was like, “Okay, we’ll have Final Countdown playing. We’ll put their picture on the big screen, and then I’ll be like, ‘From University of San Francisco, Dr. T., Tanya.'” And it was really fun. Everyone had a blast. And I think that that was one of our more popular in-service trainings that we did during the year just because of that it was fun.
And they also… Even though a lot of people weren’t going into Student Affairs, because, at Berkeley, that’s not as much of a thing, they still enjoyed it and learned a lot about people’s journeys getting into it.
And I also think it goes to a point where I was telling about earlier of how that sort of enthusiasm can trickle down. I think the inverse is true, too. The burnout can trickle down as well, and it makes me… I think it’s good to know that. Because when choosing these things, you shouldn’t have… When choosing these things and doing this, having fun shouldn’t contribute to the burnout. And I think when it’s related to stuff that you’re passionate about, it helps out a lot. But I also think it’s important to stress having the capacity to pick these things so that you’re not half doing it. And then when you are up there or you’re doing something, it’s not like, “Okay, I could tell that either they’re burned out or they’re not really enjoying this, so I’m not enjoying this.”
Crystal Lay:
Yes. I love everything you just shared. And you talked about multiple levels and positions of staff, right? You’re talking about… We have folks from across Student Affairs come in, right? And you talked about time and place. You’re like, “It’s seven o’clock at night, and most of these folks who are coming in might be coming from home. So how do I get them hyped up? And then the participants may not know them, so how do I get them hyped up?” And so it sounds like it’s really being aware of the time and place and the context to deliver the best experience possible for folks. And I really appreciate that.
And you also talked about the trickle down. I absolutely love learning what the theme is for training, and I’m sure there’s photos of me dressed up as a s’more or Barbie to just be present to say, “I’m in this with you.” And so I really love how you talk about, again, awareness of presence.
And then fun should feel like fun. It shouldn’t be, like you said, so intense where it’s stressing you out to plan the fun. So thank you for that. Those are some really cool ideas, so I’m like, “Oh, I’m taking notes on what I want to try.”
So now, we keep saying fun, and we also keep saying this heaviness and stress. I want to talk about balance or this integration idea. So how do you balance creating a culture of fun while also maintaining structure standards and accountability on teams or your team? I lost you again.
DeVante Parker:
Okay. Sorry about that.
Crystal Lay:
Yes, perfect. Okay.
DeVante Parker:
Can you hear me now? Cool.
Crystal Lay:
Yep.
DeVante Parker:
I put a lot of work really early into the year. I feel like it’s really important to do that just due to the fact that I think even without integrating a culture of fun, a culture of creativity, I think that accountability and expectations are just a essential part of a good work culture, making sure that people are getting on their deadlines and stuff on time and making sure that there’s expectations placed that is very clear.
And one of my expectations is that I want you to be creative in the ways that you do things, just like how I am. Not exactly the same, obviously, because that creativity looks different for different people.
But also, in order to do this, you have to get the things that you need to get done done. So you have to get your conversations done. How you do that, that’s up to you. But make sure that that’s good. And I think when we talk about that, putting that at the beginning of the year, it’s really good to me. And I feel like just putting that in clear terms at the beginning of the year and making sure that that’s a part of the work culture, like accountability, expectations, and fun, I feel like that really helps create a healthy work culture. And that’s what I strive to do when implementing all of these things.
Crystal Lay:
So I feel like you’re saying there’s a little bit of this idea that work hard, play hard, right? If we get our work done and we’re holding each other accountable, maybe I would want to have more fun because we’re all holding each other accountable and we’re also being really clear with our expectations. Because getting work done, you can celebrate that, too, right? That’s a celebratory piece that can also lead to fun maybe.
DeVante Parker:
Yeah. I think it’s kind of those things where I don’t think it’s mutually exclusive. I feel like you can hold people accountable while still having fun. And I try to create my work… In my work culture, as a supervisor, you could do these things, and you can do it in a fun way. You can get your conversations done in a fun way. If you want to go to… We have a dining hall called Crossroads or take them to boba. Boba’s really popular here. If you want to do those things, then you can do that. Just make sure we’re getting the stuff done while you’re doing it, you know?
Or if you want to have a program… One of our biggest programs was… It was chicken, and they made the T-shirts, like heat-pressed T-shirts. I’ve never seen that before. I’ve never had a program like that before. But it was really fun, and it was a lot of engagement, especially at the beginning of the year. I heard that a lot of friends were made during that session.
And I feel like it’s not something that you could, at least I haven’t seen it yet, you can look up online and fine. It’s creative. And I feel like those things aren’t mutually exclusive with that. I think if you bake it into the work culture early on and that you got to be held… You’re going to be held… Not got to. You’re going to be held accountable. These are the expectations that I have of you here. And what are your expectations of me? And also, here’s an expectation is that this job can be fun. And fun looks like how… It’s different for everyone. So fun looks like what you want fun to look like. If you make that into the culture early, I feel like it’s really good, and it’s really helpful.
Crystal Lay:
You know, you keep saying bake, and I’m like, “I need a pie.” Okay. But I love this idea of… How do you make it a part of the fabric or bake it into the culture? I like that imagery.
So I wonder, if people are having fun at work, it’s a part of the culture, it feels like there’s a role in retention there. What role do you think fun can play in retaining staff and possibly preventing burnout in Residence Life?
DeVante Parker:
I think, like I’ve said before, fun really brings out passion. And I feel like that leads to really good outcomes. For me on an anecdotal level, there’s been times where I’ve been really burnt out. I’m just like, “Okay, I need to recharge.” But then there’s a project that is really fun to me, and it doesn’t even feel like I’m working. The time flies, and I’m like, “Oh, shoot. I’m doing something work related. It’s five o’clock already. I need to go home, but this is so much fun.”
So I feel like having those moments really helped you, again, like I said in the first question, remember your why and it makes the job more enjoyable. Because I’m sure that everyone’s been in a… Or hopefully not everyone, but there’s been a lot of people who have been in really cruddy work environments and can remember that’s kind of helped with the burnout. Or help contribute to the burnout. But even empirically, we can see that there’s a positive relationship between workplace fun and retention and also reducing burnout, right?
I was reading an article, actually, by… I might butcher her name, but it’s Eva Tatsutsi, and it was talking about how giving people the workplace autonomy that they crave and also encouraging formal social interactions, that really helps with retention and giving the people… like having a fun work environment, which also in turn can reduce burnout.
And there was another article. This one was called Work: The Role of Fun in the Workplace Health… in Workplace Health and Well-being. Those will be linked for whoever’s watching. But it talked about that fun can be linked to some positive outcomes, such as employment attraction, so making your department look more attractive to people from the outside, higher commitment, favorable job attitudes, interpersonal trust, enhanced performance, and a lower turnover rate.
And I feel like that just goes to show that these things are important to contributing to a healthy work culture that people want to stay in. Because, again, in a lot of cases, we’re first responders to some very heavy stuff. So if we’re first responders and then every other aspect of our job is toxic or very drab, then we’re going to be burnt out. So if we have those moments where we can have fun with our coworkers… Obviously, it’s not going to be like that with every single coworker or every single moment. But when we can have those moments, it really contributes to… And even the data shows this, it contributes to people wanting to stay longer.
Crystal Lay:
I love that. One of my models I say, at work, I want folks to feel joy more often than not. And so that joy, I think, can be fun. How do you feel like this is a place I want to be more often than not? So I love that, DeVante.
So you acknowledged earlier that fun looks different for everyone. And so I want to go a little bit deeper. How do you ensure that fun is inclusive and doesn’t unintentionally exclude or leave people out?
DeVante Parker:
I try to think of everything that I do as a professional through the… or almost everything, |through the lens of universal design. I really love to try to think of ways that, what are some of the ways that in this activity that I’m doing, what are some of the ways that people may not be able to enjoy my vision of how the fun is, and how can we eliminate those barriers? I often think about people on my staff who might be introverted and more in the shy side and think of ways that we can include them.
One of my favorite team builders, I’m so happy that we get to talk about this, actually, was that we did a… We made music. And we split the team into different smaller teams, and we said, “You can have anything be your instrument, but you have to make a song either about the world-famous Reilly Hall,” shout out Reilly, “NAU, or just anything related to housing and res life.”
And with that, we gave people the opportunity that… They had to perform the song at the end. But if people were more on the shy side, maybe had stage fright or anything like that, they could just be songwriters or they could just be producers in a way. And we gave them different roles that allowed people to have different abilities so that they were still participating and partaking in this thing that we were doing, but also not being put in a uncomfortable situation that they aren’t willing to be put in. So I think that that really helps create that, like make sure that everyone is having fun in those situations.
But most importantly, when I’m leading sessions, whether it’s in staff meetings or it’s presentations that I’m doing, I first let people know in advance what we’re doing. Maybe I’ll try and keep some aspects of it a surprise, but I like to do that so that that gives the ability to people to opt out if they want to or come up with different solutions and come up… and have a space where it’s a flexible experience.
I love feedback. That’s one of my favorite things as a professional to get. And sometimes working collaboratively with the people that you’re giving this thing to can, for one, get more buy-in, right? Because you’re like, “I was able to contribute to this thing, so now I’m going to pay attention to see how this works out.”
But also, it gives people a say and making sure that they’re comfortable in their space. And I think when people are more comfortable, it gives them the opportunity to have more fun in that aspect. And like I said, fun looks differently for everyone. That should be up to them on how they experience that. Because what I might find fun, you might not find fun at all. I don’t think you’re a wrestling fan, but I love it. But that’s the human experience. And I think that we should take that into the workplace, too, and realize that there’s differences between us. But that’s okay.
Crystal Lay:
You know, we will always connect over the 1990s Chicago Bulls. How about that? Yeah. That was such a great answer. I love that.
Now, you might have folks who are like, “Nope, I don’t want to have fun,” or “I don’t want to sit in this meeting and color. I don’t understand the point. Why are we doing this?” I wonder, how do we challenge ourselves to just try it? I think that’s a part of it, too. Just try it, right? How do I get a little bit uncomfortable? Never unsafe, right? That’s a whole different thing. But how do I challenge myself to be a little uncomfortable? So, DeVante, if you were to issue a challenge to our listeners to bring more fun into work this week, what do you think it would be?
DeVante Parker:
Okay. I have two that come to mind. I have two that come to mind, okay? Can you hear me?
Crystal Lay:
Yeah, speak up a little bit more.
DeVante Parker:
I have two that comes to mind.
Crystal Lay:
Yes. Beautiful. Yes.
DeVante Parker:
Perfect. I have two that come to mind right now, and it’s from both sides of the fence, as a supervisee and as a supervisor. For the supervisee part, I talked a lot about bringing passion, bringing my own passions into work. So I challenge you this week to find a way to bring your passions into work. Think about the things that you love and try to see if you can bring that into the work that you do.
I have been able to bring so many things that I love into my work. And not only do I think that that has made my experience more enjoyable, but it’s allowed my peers and my supervisors and my students and my employees to learn so much more about me. But it’s also allowed them to have a space to do the same, I think, if they wanted to, or tweak it and do it a different way, but still bring in things that they’re passionate about.
I’ve learned so many cool things about the students that I’ve worked with, and it gets me excited to see them be excited to share their stuff in unique ways. As a supervisee, that’s my challenge to them.
And as a supervisor, I say to give your team some creative freedom. Another wrestling analogy I will use is creative control. So some of the best wrestling ideas that have happened have been made by when the writers, or the bookers is what they’re called, and the wrestlers, for better or for worse, collaborated on this idea. Or the wrestler went off script, went off the feel of the crowd or went off script during a match.
And I believe that in Student Affairs, because the diverse amount of people that we work with, we should have that same mindset. So I would say that one thing that I’ve always had the privilege of doing is being able to do some of those creative projects that I did. I feel like I’ve always been in departments and work environments where they’ve allowed me to do some really fun things, and whether that’s make a video for the retreat in the style of a 1980s wrestling promo or being able to do the stuff at the panel and bringing in intros. So I feel like giving your team that creative space is really helpful.
And also, in one of those articles, it talked a lot about autonomy. And it shows that the research showed that autonomy in the workplace is really crucial for mitigating burnout. So I feel like giving them creative freedom not only allows your team to have fun, but also allows you to have fun by, hopefully, watching them grow and learn on their own, but also is shown to give people less burnout, less stress, and have them stay. So those are my two challenges for everyone listening today.
Crystal Lay:
Those are brilliant. And I really hope that folks take you up on those. Thank you.
So we are coming to the end of our time. You’ve shared some great resources so far, but I do want to ask you the question. If folks wanted to learn more about this topic or if there’s any additional research or resources you want to share, where do you think they should start? What do you recommend?
DeVante Parker:
How I started was by going to the Northern Arizona Library and [inaudible 00:31:49] NAU Library and searching a lot about fun at work and job engagement and burnout. So I think if you have access to those things, you can… I actually think that The Role of Fun in the Workplace and Well-being was a free article, if I remember correctly, not associated with NAU. And like I said, that will be linked at the bottom or linked in the show notes.
But also, I am game to give… Because I actually have videos of some of the escapades that I’ve been on with my presentations and stuff. So I am happy to share that as well if folks are interested in that. And I’m also happy to be a sounding board to people. So if you look up my name on LinkedIn or anything like that, feel free to connect and shoot me a DM. I’m more than happy to always talk about this.
Crystal Lay:
That is amazing. Thank you. So everyone, now hop on a flight and come to NAU to go to our library. But it sounds like just searching, right? Putting in the fun in the workplace would be really cool. And I think all of the things that you’ve shared on this podcast have been really great. And it feels like this is a part of who you are. And so how do you make fun and joy and passion a part of your being? And lean into your colleagues, too, right? If you’re like, “I’m not a fun person, “there’s… Everyone’s fun, right? But are there folks on your team you can tap to help you ignite some of this passion and excitement in your particular workplace?
This has been great, DeVante. I’m so proud of you. As a Bear, a former Bear to a current Bear, very excited for all the cool things you’re doing at Berkeley and how you are sharing your wisdom and all the fun with the team and the staff there. So excellent work.
This was delightful. Again, lots of great information. And I can’t thank you enough for joining me today. I am reading your lips. You’re saying, “Thank you for having me.”
DeVante Parker:
Oh, yeah. Can you hear me now?
Crystal Lay:
I can hear you now.
DeVante Parker:
Sorry about that. But I was saying thank you for having me. I really appreciate being here and hopefully making some people’s workplaces more fun. And also, to sign off for myself, go Bears and go Jacks.
Crystal Lay:
Yes. And thanks, everyone, for joining us on this episode of ResEdChat. If you have an idea of a topic or a person that you’ll like us to have on the show, please let us know by reaching out to Roompact. Take care.
