Late last month, I led a virtual Renewal Presentation hosted by Amigos Library Services. About 100 people registered for the event, which was offered to ALS members, and I was happy to see the folks who could attend.
Event attendees are offered an opportunity to take two surveys:
- Pre-Presentation Questionnaire (basic demographics and impetus for joining the event)
- Low-Morale Experience Survey (exploring basic markers of a low-morale experience)
At the end of the event, attendees are also offered a chance to evaluate the Presentation.
Following is a selection of data from the surveys and the evaluation (quantitative queries show majority responses only).
Pre-Presentation Questionnaire Highlights
- Represented areas of practice
- 24% Administration
- Career length
- 68% 10 years or more
- Topic Interest
- 40% Emerging countermeasures and best practices to reduce/interrupt low morale
- Attendee Type
- 29% Supervisor or Manager (to begin exploring workplace dynamics and processes associated with low morale)
Anticipated skills or goals to cultivate:
“What a leader can do to mitigate low morale.”
“A decision on whether or not to stay in my position.”
“How to talk to managers/supervisors effectively about low morale that they perpetuate/perpetrate.”
“Ways to cope and ways to encourage others.”
“To empathize better and recognize more clearly what others may be going through.”
Low-Morale Experience Survey Highlights
- Have you experienced low morale?
- 87% Yes
- Length of low-morale experience
- 36% 1 – 3 years
- Perpetrators of abuse
- 29% Library administrators
- Types of workplace abuse experienced:
- 34% Emotional
- Feelings experienced during low morale:
- 16% Frustration
- What contributed to low-morale experience?
- 17% Leadership Styles
- Behaviors noted/considered:
- TIE: 17% Decreased professional engagement; A decrease in work productivity
Presentation Evaluation Report Highlights
Things learned or more clearly defined:
“Strategies that actually stop the abusive/negligent behavior vs. coping strategies.”
“This made me realize that a lot of my physical problems stem from working with some toxic managers.”
Share how attending this Presentation may influence your daily or long-term library practice:
“As someone who aspires to library administration, this presentation has greatly influenced my outlook and goals in those roles. Also, I often cite Kaetrena in my own research and presentations.”
“I can be an informal leader and take control of a bad situation, which I never thought to do before.”
“I feel empowered to tell workplace abusers in the moment that what they’d said/done is not kind or productive. I feel more confident in also following up in writing to document what happened. I reached out to our HR supervisor after the training to document what I’ve personally been doing to address a workplace situation and used some of the strategies/terminologies presented in the training. Basically, I feel more empowered and rational after having been seen/heard throughout this presentation.”
Recovery plans (personally or at work):
“I am going to work on my communication and boundary setting. Additionally, I am really working to take back my power because I often give it away unintentionally.”
“I need to speak up and let people know how they are negatively impacting me.”
Topics recommended for discussion/consideration:
“The power relationship between employees – manager and employee – and how that limits honest interactions without repercussions.”
“Holding systems accountable and/or reflecting on when it’s time to walk away.”
Thanks so much to Presentation attendees, and a special thanks to Tracy Byerly and Jodie Borgerding at ALS for both their invitation to facilitate and support during the event.
Ready to host a Renewal Presentation? Let’s plan your event!
