When Leadership Falls Short: The Crisis of Care in Library Work
Posted on in Blog Posts
Let’s Take a Moment to Reflect on Overcommitment and Burnout in Academic Libraries
Posted on January 9, 2026 in Blog Posts
Authors:
Jamia Williams
Burnout, as defined by the American Psychological Association (APA), is “physical, emotional, or mental exhaustion accompanied by decreased motivation, lowered performance, and negative attitudes toward oneself and others. It results from performing at a high level until stress and tension, especially from extreme and prolonged physical or mental exertion or an overburdening workload, take their toll.” The APA notes that people in “service-oriented” professions are particularly vulnerable, an important reminder that academic librarians squarely fit this category. As we begin a new year, it’s crucial to reflect on the ways we may be overcommitted and take intentional steps to prevent burnout before it begins. If you’re recovering from burnout or currently experiencing it, let’s talk about how we can support you. Overcommitment remains a major contributor to burnout in academic librarianship, and addressing it requires both individual strategies and broader structural change.
Why is burnout so common?
Academic librarians face a mix of service intensity, emotional labor, and invisible expectations that make overcommitment feel normal. Common contributors include shrinking budgets, rapid technological change, pressure to prove value, promotion/tenure expectations, and “vocational awe” (the belief that the work is a calling and must always come first). These factors often lead to job creep over time, where responsibilities quietly expand beyond formal roles, boundaries blur, and sustained overwork becomes normalized rather than questioned.
Burnout in libraries often manifests as chronic exhaustion, cynicism toward users or colleagues, and feelings of ineffectiveness. Several studies have found that roughly half of librarians report burnout-level symptoms at some point. Toxic or unsupportive cultures where overwork is praised, boundaries are unclear, and communication is poor intensify these dynamics and make recovery harder.
How overcommitment plays out
Overcommitment often appears as saying “yes” to every instruction request, committee, or outreach idea because of a strong service orientation and fear of letting others down. Librarians may take on “extra” roles, such as DEI work, student support, and tech troubleshooting, that are rarely fully recognized in workload models or evaluations. Remote and hybrid work arrangements have sometimes increased overcommitment, as flexibility blurs boundaries and encourages individuals to fill their time with more professional development and projects. Over time, skipped breaks, staying late, and constant availability become normalized, and people can feel trapped between genuine care for students/faculty and unsustainable expectations.
What can you do personally?
Research on librarian stress management highlights several evidence-informed practices that help restore energy and control. Useful approaches include:
- Setting clearer limits on time and availability (e.g., fixed email windows, protected focus blocks, real lunch and recovery breaks).
- Practicing saying a firm but professional “no” to nonessential instruction or committee work, or offering alternatives such as later dates or different formats. When you say no to something, remember not to take on additional responsibilities in your life. Enjoy your free time freely.
- Supporting basic health routines like sleep, regular meals, movement, and brief mindfulness or reflection because these significantly improve your overall wellbeing to daily stressors.
Many librarians also benefit from peer support spaces, mentoring, or counseling, which can help counteract isolation and reframe unrealistic internal standards. If your institution offers employee assistance programs or wellness services, using them is a practical step, not a personal failing. Consider this being part of your professional life before burnout or overcommitment occurs.
What organizations should change?
Burnout is ultimately an occupational condition, so libraries have a responsibility to change systems, not just ask individuals to be more “resilient.” Helpful organizational responses include:
- Reviewing workload and staffing, redistributing tasks, and limiting unsustainable instruction or service expectations.
- Encouraging boundaries by normalizing breaks, discouraging after-hours email, and modeling healthy work patterns at the leadership level.
- Creating stress management and wellness programs, as well as clear recognition and reward structures for often-invisible labor like outreach and DEI work.
Libraries that address culture through transparent communication, inclusive decision-making, and realistic performance criteria report better morale, retention, and service quality.
Practical next steps for you
To begin shifting away from overcommitment, it can help to choose one or two small, concrete changes rather than trying to overhaul everything at once. For example, you might:
- Track where your time actually goes for two weeks and compare it to your job description to identify misalignments you can raise with a supervisor.
- Decide in advance what you will say no to this semester (e.g., extra one-shots without clear learning outcomes, new committees unrelated to your core role) and draft standard responses.
- Seek out or create a peer group of librarians to discuss burnout openly and share strategies that many in the profession have found validating and energizing.
Personally, having an accountability group has been beneficial for me. Before I say yes, I consult with my peers who are part of my accountability group to get their advice, which has been helpful and has strengthened my resolve when I say no. Ultimately, resisting overcommitment isn’t about doing less because you care less; it’s about doing your work in ways that are sustainable, honest, and aligned with your values. Small, intentional shifts can help you reclaim time and energy, reminding you that your worth as a librarian is not measured by how much you sacrifice or produce. I know that is counter to what we are told, so continue pushing back against ways that undermine your health and well-being.
Resources
“How to Deal With Burnout in Your Library” (2025) by Julie Edwards
“Supporting the Intersections of Life and Work: Retaining and Motivating Academic Librarians Throughout Their Careers” (2022) by Lori Birrell and Marcy A. Strong
About the author:
Jamia Williams (she/her) is a health sciences librarian. She is also the co-creator and co-host of the podcast LibVoices and the founder of The Diversity Fellow’s blog.
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