In Focus

Best Practices

Strengthening Your Staff

By Glassdoor.com

A recent Glassdoor Employment Confidence survey found that one in five (21%) are planning to look for a new job once the economy recovers. To help stave off employees who may be thinking of “jumping ship,” it’s critical that employers look for ways to retain valued staff and keep employees engaged. This may be especially true for libraries given that the Bureau of Labor Statistics is expecting growth and a favorable job outlook in the field. Between 2008 and 2018, expected growth for librarians is 8 percent, library technicians is 9 percent and library assistants is 11 percent; all are about as fast as the average for all occupations.

Glassdoor, a website that offers a free inside look at jobs and companies, has tips on how libraries can give back to and recognize assistants, technicians and other information professionals before it’s too late.

Reward hard work. Glassdoor blogger Heather Huhman points out, rewarding employees isn’t about “expensive gifts, trips or even plaques. Call out their hard work in front of their co-workers – that’s often all it takes. While a ‘pat on the back’ is different for every generation, and can even vary person-to-person, everyone likes being recognized in front of their colleagues.”
Consider creative perks. While a salary increase may not be in the cards, perhaps more vacation time or a more flexible schedule can keep employees satisfied. Liz Ryan, Glassdoor career expert adds, “Now is the time for creative compensation-related thinking. Extra vacation time is a great investment, and so are training opportunities and other resume-fodder-producing projects. One-on-one time with your top leaders is another great (free) perk. Don’t assume that your employees will understand that your hands have been tied by the tough economy.”
Create a professional development program. This can be as simple and cost-effective as senior librarians teaching lower-level staff about a particular subject once a month. Huhman notes, “If you put time and energy into developing your staff, they will begin to feel more important – and knowledgeable! It’s a win-win.”
Seek candid feedback. Find ways to encourage team communication about what’s working well and what may need improvement. On Glassdoor, employees anonymously contribute insights via anonymous surveys that help management better understand what’s important to their staff. For example, at the New York Library, a Senior Librarian said a ‘pro’ about the job is “there are a lot of different types of training that is offered,” while a downside is “the salary is low compared to other big city libraries.” The employee also notes his advice to senior management would be to “inform staff more about changes.” By using anonymous surveys, employers can get a real-time pulse on employee sentiment.
Keep communication lines open. Ryan suggests sitting down with every employee to discuss how things are going and where things are headed. This is an opportunity to let employees know they can come and freely discuss their job and are welcomed to make suggestions about how the organization can improve.
Establish a mentorship program. Finding ways to foster relationships between tenured and new staff is important, as it makes all levels feel both important and that their contributions are worthwhile. Huhman says, “Sure, it takes time to develop them, and your employees will have to spend time away from “working” to keep the relationships going, but there are so many benefits to your organization in the end, such as increased retention and engagement levels.”
Showcase company pride. Often what can attract and retain employees is making sure employees get recognized for achievements externally. Reach out to a local newspaper and see if they would be interested to cover a new library resource or feature. Also look to social media and maintain an online presence by highlighting any library updates i.e. a kid’s reading hour.

While the economy is still hitting many libraries hard, it’s an important time to show staff that they are the backbone to a successful library. Ryan adds, “The more communication and the more ’hard’ and ’soft’ rewards you can offer, and the more transparent you are in conveying what’s happening in your business now, the more likely you are to come through the upcoming Talent Drain in good shape.” Churn in the employment pool is coming and those that take steps today to recognize and relate to staff will be those who best weather the financial storm.

Glassdoor.com is a free career resource for your library that's helping job seekers, employees and students get an inside look at more than 85,000 companies — including salary reports, company reviews, and interview questions posted anonymously by employees and job seekers. Normally, Glassdoor requires users to post their own anonymous information to gain free access, but through Glassdoor’s Library Partnership Program, library patrons and students are granted free access without having to post anything! If you would like to be part of this Program, please visit: http://www.glassdoor.com/about/forLibraries_input.htm.