The six-step guide to library worker engagement

Norlin realized that worker engagement is a significant factor in workplace productivity and stability, so she researched top workplace research firms to identify key elements for employee engagement and drew on her own and others' library experiences. This book applies those elements to the library workplace, and provides practical strategies to optimize worker engagement. The first chapter discusses the qualities of effective leadership and management, noting that some leaders may be born with significant characteristics and most leaders can be trained to become more effective. Norlin contends that trust is the second most important factor for worker engagement, and needs to be developed early. She identifies five dimensions of trust: credibility, respect, fairness, pride, and camaraderie. In discussing recognition and praise, Norlin refers to Maslow's hierarchy of needs and the issue of possible invisibility of employees: they need to be recognized and supported more often. She shows how ongoing feedback usually is more effective than single high-stakes performance evaluation. In another chapter, Norlin provides criteria for high-performing teams, contrasted with elements of dysfunctional teams. She also gives pointers for remote collaboration. Organizational culture often drives diversity, equity, and inclusion practices, so isolated training without culture change is not effective; group acknowledgment and discussion of emotions are needed, along with subsequent procedural and policy changes. Effective strategies, a summary, interviews with successful leaders, and references conclude each chapter. An index concludes the volume. Norlin's writing is clear and down-to-earth, with many anecdotes to explain concepts. The font and layout are easy to read. While probably most useful to beginning library leaders, this book provides useful guidance to librarians throughout their careers.

It is difficult to review a guide to library worker engagement during a pandemic, given that so much of what we knew about workplace management and norms has come into question. However, Norlin's (professional development DEI coordinator, Assn. of Southeastern Research Libs.) book is compelling. Relying on extensive research into the science of engagement and conducting a staggering number of interviews, Norlin has crafted an accessible, optimistic, and thoughtful guide to improving workplace culture. The chapter on developing, repairing, and strengthening trust is a must-read for administrators navigating a workplace laced with pandemic fear and anxiety. This chapter is bolstered by success stories and refreshingly honest, reminding readers that "in order to get trust, you must give trust." The chapters "Recognition and Praise" and "Feedback and Performance Evaluations" offer realistic approaches when budgets are tight and evaluation rubrics are inflexible. The final chapter, on diversity, equity, and inclusion, draws from the author's own expertise as well as very candid interviews. VERDICT Only time will tell whether this manual will be a much-needed asset during this tumultuous period, but library directors and administrators would do well to purchase it.--Jennifer Townes, Ina Dillard Russell Lib., Milledgeville, GA