The changing strategic focus and changes in operating procedures sometimes results in too many projects or pilots being rolled out simultaneously and overwhelm the front line public service staff. There has also been a lot of turnover in senior management over the past few years (a big change from when we had the same senior leaders for decades), so the transition hasn’t always been smooth. The leadership team is working on being more open and transparent about their plans and where the Library is going, but there’s still some work to do.
As a non-profit and historic institution, we also employees that stay here for a long time in one role and are not interested in growing with the company. Most people are wonderful and open to new challenges, but there are some holdouts waiting for a new regime to “return things to the way they were.” These staff often complain about their work situation and a lack of opportunity for growth and expect administration to create a promotional path for them (aka. automatically promote them step by step without consideration for their qualifications), but are unwilling to take ownership of their own career. This group is not the majority, however, and with time the organization is often able to help people find their place in the changing structure.
