At Tulane Libraries, we believe leadership requires a particular cultivation of the management practice of listening. Over the past year, the Dean’s Cabinet committed to that practice through quarterly organization-wide employee satisfaction surveys—four cycles of candid feedback, reflection, and action. This work is part of our broader commitment to cultivating accessible leadership that invests in talent, models curiosity, and cultivates joy.
It’s also deeply important that we have transparency within our organization around morale– often confirmation bias means that we all assume we are on the same page, and data can show us whether that is true.
Why We Survey
We launched this survey series with clear priorities:
- Consistent assessment of well-being and progress across the organization
- Safe, anonymous channels for honest feedback
- Broad participation to ensure all voices are heard
- Actionable insights that lead to meaningful change
Each survey asked staff to reflect on three core areas: satisfaction with their role, communication and collaboration within teams, and support from leadership.
What We Heard
The results show a clear and encouraging trend: satisfaction is rising.
- Participation increased by 21% from spring to summer, reaching 88 responses—our highest yet.
- 87% of respondents in Summer 2025 reported being satisfied or very satisfied with their roles.
- 84% agreed that communication is effective.
- 85% felt supported by leadership.
These numbers reflect growing momentum. They show that our efforts to improve communication, clarify roles, and foster a culture of support are resonating. They also show us where we still need to work to improve, and we will.
Visualizing the Trends
Here’s how satisfaction, communication, and support have evolved over the year:
Satisfaction with Current Role Over Time
Communication and Collaboration Effectiveness Over Time
Support from Leadership Over Time
These charts show a steady shift toward increased engagement, along with more positive responses and a reduction in dissatisfaction. They also highlight areas where we still have work to do—especially in reaching those who remain neutral or uncertain.
Leadership in Practice
This work is deeply aligned with our Kaleidoscope Vision—a commitment to equity, creativity, and community. It’s also a reflection of our DECC values: Delight, Empowerment, Curiosity, and Connection. We apply our values to guide decisions, design services, and shape culture.
Importantly, the progress we’ve made—especially in compensation equity—has required creativity and collaboration. Over the past two years, we have worked tirelessly and effectively to close gaps in equity along with compression, and I am proud to share that most of our team have had statistically significant increases in their regular earnings.
What’s Next
We plan to continue surveying annually, and we’ll keep using what we learn to grow. Good management and inextricably good leadership, creates conditions where everyone can thrive.