A Purpose.

Welcome to Renewals, a blog supporting my original research on workplace morale. If you are interested in:

  • preventing workplace toxicity and incivility (including bullying and mobbing),
  • increasing authentic collegiality and civility,
  • cultivating humane/empathetic leadership, and
  • supporting/re-centering the positive links of workplace wellness and career/job satisfaction –

in North American workplaces – welcome! This space also serves as a point of reference and resource for many of these topics, which are frequently discussed in research literature, spheres of commentary, and on social media platforms.

Participant data in my study revealed that low morale is the result of repeated and protracted exposure to emotional, verbal/written, and system abuse or neglect in the workplace. While my original study focuses on academic libraries, the response to my research has alerted me that the trajectory and outcomes of the experience may also apply to other library and workplace environments. As a result, I have expanded my research to public libraries, and general North American workplaces. I hope this outlet is helpful to anyone familiar with the experience.

My first few blogs reflect content I originally published at The Ink On The Page, a project I began in 2017. As this space develops, I will include original content focusing on my workplace morale-related research projects and other ideas and activities that spring from these efforts.

I have also created an online community (Renewers) for library employees who are familiar with low morale and who are interested in increasing balance and engagement at work and clarity in their careers.  You may also find Renewals/Renewers connections on Twitter and Instagram. Additionally, I am offering workshops and seminars for leaders and organizations who are committed to promoting and supporting these my goal to reduce or eradicate workplace abuse and neglect. Along with this blog, I hope Renewers in all kinds of careers can able to recognize, reduce, and resolve their experiences, return to a fuller sense of joy, and recapture purpose in their careers and workplaces. Moreover, I’d like to offer this space for sustained constructive dialogue on this important topic – let’s connect, create strategies, and fulfill positive outcomes for the long-term improvement of our professions.

All Best,

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P.S. Learn more about my broader mission and activities here!

 

 

 

Interview: LibVoices

LibVoices hosts Amanda M. Leftwich, Jamia Williams, and Jamillah R. Gabriel interviewed me about how I decided to become a librarian. I also share ideas about the implementation of equity, diversity, and inclusion values, work-life balance, and how ego helps workplace abuse and neglect continue.

“Wants keep you stuck. They are a part of self-supposition: “I’m supposed to be this/that../have X. ..You’re striving. Striving is perfectionism. Striving will kill you.” – Kaetrena Davis Kendrick

This interview was originally released in May 2020. Listen now.

Recorded Presentation: #LIBREV(olution)/#LIBRESILIENCE

In May 2020, I offered a presentation as part of the #LIBRESILIENCE/#LIBREV(olution) free online conference. The presentation, titled “Library responses to COVID-19: Impacts on ongoing low-morale experiences,” offers information about the low-morale experiences and shares data from my open survey centering library responses to COVID-19 and those responses’ impact on already established low-morale experiences. You may view the presentation below, and thanks to conference organizer Callan Bignoli for her work.

 

 

Mentioned: Mentoring as low morale therapy?

Ginger Williams’ thesis (Valdosta State University) explores the impact of mentoring on the career development and job satisfaction rates of academic librarians. Her work discusses types of mentoring and reveals suggestion for the practice of mentorship. The thesis also includes suggestions for further areas of study, wherein she questions a possible mentorship need: guidance through experiences of low morale or vocational awe.

Read the thesis (possible paywall).

Recorded Presentation: National Network of Libraries of Medicine Panel Session

In April 2020 I joined National Network of the Libraries of Medicine representative Bobbi L. Newman, along with co-panelists Jenn Carson, Madeleine Charney, Fobazi Ettarh, Amanda Leftwich, and Eamon Tewell to discuss the impacts of COVID-19 (Coronavirus) on library employees and best practices for counteracting these impacts. 

No doubt some of these names are familiar to you if are interested in issues of library morale and library employee advocacy. Ettarh is the creator of the concept of vocational awe, and Tewell’s work includes the critique and interrogation of neoliberalism in libraries – I often mention his work with Berg and Galvan discussing resilience narratives. Amanda Leftwich is founder of the social media space @mindfulinlis,

Enjoy the thought-provoking panel discussion, found below.

 

 

Mentioned: Factors leading to academic librarian turnover

Fyn, Kaufman, Hosier, and Weber uncover factors that influence academic librarian turnover in their mixed methods study. Work environment, compensation and benefits, and personal factors were revealed to be the highest causes of dissatisfaction. Additionally, the data show that participants were “most dissatisfied with the morale in the library, followed by the library administration, and the culture of the library.”

The original low morale study is mentioned in their literature review, noting role ambiguity and workplace well-being.

Access the article.

Mentioned: Sabotage in academic libraries

Kate Dohe, Erin Pappas, and Celia Emmelhainz cite the declassification of the US Office of Strategic Services’ Simple Sabotage Field Manual, which shares how individuals can purposely interrupt organizational goals. Making comparisons to contemporary workplaces and industries that are constantly undergoing change, they assert how library culture and those displeased with organizational change unwittingly or willfully sabotage library organizations. They also share how individuals can pushback against saboteurs.

The 2017 low morale study is mentioned within the context of ongoing research on the impact of various types of dysfunction in library workplaces.

View the presentation and paper.

Report: BIPOC Low-Morale Experience Assessment Survey (May 2020)

The inaugural session of my Library Juice Academy course, “Reimagining Workplace Empowerment: Reducing Low Morale for Minority Librarians,” is now in its third week. Students enrolled in the course were asked to participate in a quick Low-Morale Experience Assessment survey so we could get a quick gauge on what the landscape looks like for the cohort.

There are ten people enrolled in the class, and they hail from from public and academic libraries in North America. The following results reflect the responses of seven participants (survey participation is not required). A majority of course attendees agreed I could share the aggregated results.

  • 100% identify as members of a racial or ethnic minority group.
  • 100% agree they have experienced low-morale according to the 2017 Kendrick study definition.
  • 42% indicated their low morale experience is occurring in their current workplace.
  • 57% indicate their experience has lasted one to three years.
  • 86% indicate that the perpetrators are library colleagues; 71% indicate library administrators.
  • 86% indicate they experience(d) system abuse; 71% tied at experiencing emotional abuse and negligence; and 57% experience(d) verbal/written abuse.
  • Leadership Styles (71%) is a major Enabling System. Also showing up at 57% each were Uncertainty & Mistrust, Staffing & Employment, Diversity Rhetoric, Career & Environmental Landscapes, and Politics.
  • 86% indicated that they’ve felt like they had to “prove” themselves as library employees because they were a member of a racial or ethnic minority group (Stereotype Threat).
  • 43% have made decisions to deauthenticate during their low-morale experience.
  • 100% of respondents indicate feelings of Anger; there is a two-way tie at 71% for feelings of Despair and Shame; and there is a six-way tie at 67% for feelings of Disillusion, Sadness, Depression, Worry, Skepticism, and Regret.
  • 71% have developed physical health conditions as result of their LME, including hypertension, diabetes, fatigue, weight loss, and possible chronic headaches.
  • 71% have developed mental health conditions as a result of their LME, including depression.
  • 71% have noticed/experienced a desire to change careers and a decreased desire to collaborate; 57% of participants have also noticed a decrease in professional engagement.

These results give a real-time snapshot of the low-morale experience as perceived by colleagues currently dealing with this phenomenon. I appreciate their willingness to allow me to share this data with the public.

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Mentioned: Internal marketing to help improve organizational climate

In Public Libraries Online, Amy An’s feature article acknowledges the negative lived realities of public library work – including dysfunction, incivility, and bullying. She links these negative workplace behaviors to the larger scope of LIS values and ultimately shares how internal marketing can be leveraged to assess and improve public library organizations’ climates – including training and policies.

The original low morale study (2017) results and outcomes regarding impacts on daily library practice are shared. 

Read the article.