In late May, I offered The Renewals Presentation to Reaching Across Illinois Library System – a consortium of academic, public, school, and special libraries in north and west-central Illinois. The event was extended, moving beyond the usual hour-long presentation into 75-minutes so folks could have a bit more time for questions.
During the Presentation
The Renewals Presentation introduces attendees to the impetus for my research on low-morale experiences in library workplaces and offers a general overview on the development, impacts, and influences of workplace harm. I like to hear what folks consider when they hear the phrase “low morale.” Here is what RAILS attendees shared:
- “Inequitable discipline”
- “Lots of complaints – coworkers not knowing where to appeal for help”
- “No appreciation. Only hear the bad, never the good”
- “Feeling like I did something wrong without having guidelines around the thing I ‘did wrong'”
- “Managers making decisions without getting the input of the people who actually do the work.”
- “Having to record and justify everything I do for months on end.”
What would you add?
I also shared established frameworks that often accompany and influence low-morale experiences, and, after a review of some established and emerging countermeasures, I asked which they’d consider trying:
Figure 2. RAILS Renewals Presentation attendee responses to countermeasures to try.
Presentation Evaluation
Share something you learned during the Presentation or a concept that was defined more clearly during the Presentation:
- “In how to deal with dysfunction/self preservation, I appreciated outlining things like informal leaders, assertive communication, time reclaiming. Things are things I had experienced or done in the past, it felt validating.”
- “I learned so many things, but one of [your] last comments really resonates with me. “Don’t take ownership of someone else’s reactions or responses.” I’m going to work on doing just that!”
- “The kinds of low morale”
- “The glimmer gathering”
- “Vocational awe”
If there was a concept that you wished were covered during the Presentation, please share it:
- “I would like to know more about how I can protect my staff, how to detect this if it’s not being shared directly, how to rebuild trust. Being a middle manager is hard, and I *think* things are going well in my department, I think people can speak with me directly. On the other hand, sometimes my hands are tied.”
- “It was a good introduction to the subject of low-morale in libraries. I hope that there will be future presentations that build on this one and go more in depth.”
- “This presentation was so “fresh” for me, so it covered various aspects of low morale”
Share how the information offered at the Presentation may impact your daily or long-term library practice:
- “I think it’s worth thinking about how some responses are evidence of “legacy toxicity;” I have a pretty good memory and sometimes find myself saying “last time we tried this…” or “so and so used to do…”. To me, this is sharing information, and I want everyone to be well informed. I do always try to consider or share context, so we can decide if something’s worth changing or trying again.”
- “To embrace and detect low morale amongst my colleagues”
- “Looking at long-time protocols/procedures”
If you have faced low morale, what are your immediate plans to continue your positive recovery (personally or at work)?
- I think the challenge is that some leaders are led by emotions, which leads to inconsistency and things changing … I think I can try to be assertive and ask questions, I’m just not sure how much more successful that will be. I can also honestly release myself of some of the responsibility (I did my part, This Leader changed her mind, it will take time to change direction and that’s okay and not a reflection on me).”
- “I must become more involved with doing things I want to do personally, which I know will be holistic for me.”
- “Reclaim time”
If you’re not currently experiencing low morale, what are your immediate plans to support those who are facing this experience?
- “This is difficult! I already try to be a leader and try to bear what I can so as to spare others. I try to listen and share with my own manager and be a good advocate.”
- “As the HR person, I try really hard to recognize all my employees, celebrate their birthdays and work anniversaries, speak with all of them on a regular basis, handle issues right away even if they don’t want to. We have [a very small staff].”
- “Speak up for others.”
Thanks to Diana Rusch for inviting me to speak to RAILS members!
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