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Let’s Talk About Quiet Quitting: Why Work Drains Us and How to Build Better Lives

This post comes from a guest poster, Alejandro Marquez. Alejandro is a Collection Development Librarian at the Auraria Library which serves the University of Colorado Denver, Metropolitan State University of Denver, and the Community College of Denver.

I recently attended a diversity committee where we talked about the state of the university. We talked about our workload, compensation, lack of mental health services for students, and diversity trainings. After the meeting was over, I received an email from one of the new members of the group. It read, “does this meeting always hurt the soul so much? Like I’ve heard nothing but facts and everyone here seems so amazing and talented and brilliant, but everyone sounds so beat down.” This response could easily describe the comments that I hear from library workers when I read the listservs or attend conferences. Library workers are known for going above and beyond expectations by staying late to help a student find a resource, answering emails at 11PM, or doing the job of coworkers who have left the building. They not only give of their time but also a piece of themselves. They work on library activities, complete campus service, serve on professional organizations, and assist students and faculty. A lot of a person’s library identity is emotionally and psychologically intertwined with their work.

The pandemic changed the face of libraries and heightened the already present difficulties of many institutions that never fully financially recovered from the housing recession. Some of the issues that people might be facing include increasing workload, inadequate staffing, time pressures, flat budgets, burnout, wages haven’t kept up with inflation, and lack of professional growth opportunities. Anecdotally, one library has a designated decompression room and they encourage workers to utilize it with no questions asked. There is a recognition that even mildly difficult interactions can compound over time and create secondary trauma.

Quiet quitting is the latest workplace buzzword. It describes individuals who go against a culture of going above and beyond what a job requires. They are still doing the work but they don’t work outside of their job descriptions. The quitting part is a misnomer. Individuals aren’t quitting their jobs, rather they are setting clear boundaries. Quiet quitting is a way of dealing with burnout. They try to balance these pressures by looking towards meaning and purpose in their work, organizational culture, and professional relationships. The term presents a view of an American workplace culture that celebrates toxic workaholism and grind culture. The popularity of the term is a positive sign that there is a shift in workplace expectations.

The pandemic has led to what some are calling the “great resignation”. On many college campuses, salaries have stagnated and the cost of living has increased while productivity has remained the same. It makes it hard for many people to afford a home. For contingent workers, there is no national legislative support for required paid sick days. As a result, people are rethinking the role that work should take in their lives.

Many individuals like to think of libraries as the bastion of democracy. A place of liberal ideas and intellectualism. However, it is conservative and resistant to change. It is just a workplace at the end of the day where individuals jockey for prestige, hierarchy, and resources. A non-profit that has a need to generate income. Although some might think of it as a higher calling, it doesn’t mean that it is beyond reproach. The university library is built on relying on workers to pick up the slack due to the slow pace of hiring and the freezing of positions as budgets become lean. Library workers have had to do more with less. It raises the question: would the library collapse if people worked the stated number of hours and/or stayed within their job description?

Asking workers or groups to change feels “personal.” It seems like an individual moral failing if a person burns out as though it were an accurate reflection of their ability and character. There are some individuals who will claim that work is supposed to be hard and difficult and people have to just suck it up. They use the stereotypical phrase, “It is called work for a reason.” It presumes that burnout is a personal factor rather than an organizational failure.

Organizations have weaponized the idea of passion or calling when it refers to working. The work that library professionals do such as helping patrons or serving the common good feels like it is “inherently good and sacred, and therefore beyond critique.”The previous quote and concept of vocational awe was coined by Fobazi Ettarh talks about the ways that librarianship at both an institutional and individual level are feeding into the narrative that dysfunctional systems and actions are beyond critique because of the mission, vision, and values of a highly regarded institution like the library.

Let’s stop blaming individuals for imposter syndrome, burnout, and low morale. Organizations send library professionals to conferences or bring in consultants to address these workplace issues. It often feels like the message is for individuals to fix their attitude because organizations can’t be successful unless people are productive. After these employees come back to their libraries, they often find that the policies and budget don’t support the necessary changes that need to be made. Libraries need to look at the systems and structures. When we ask people to make do with less, or don’t give them all training or resources to do a project, people will say that they aren’t good enough. They think that there is something wrong with themselves. Instead, let’s look at the system that underpays them and doesn’t give money for projects.

When we focus on a process, policy, or system, leaders can make workers feel that they are less targeted or spotlighted. There will be less resistance, rejection, and backlash. Additionally, these problems are complex and multifaceted. To create bigger and long lasting change, it is better to focus on the system rather than the individual.

These issues surrounding quiet quitting create an opportunity for the university library to recognize the challenges and assume responsibility for resolving them. This is a message of hope because it means that members of the community can take action. Hope without action is just toxic positivity. The challenge might be tough but the pain even more so. The pain that we are collectively feeling can act as an impetus for change. It can keep us focused and working towards something positive.

I want to end this post with a list of ideas. I acknowledge that every library environment is different and we each have a unique set of circumstances. It is my hope that each of us at no matter what level of the organization that we find ourselves will enact change where we can. As a result of this change, library workers and administration are able to build on positive patterns of trust, commitment, accountability, and results. We are part of an interconnected ecosystem. Just like the natural world, if we neglect one area, other areas suffer.

Some ideas for change include:

Individuals and organizations need to undertake an honest assessment of the financial situation, staffing patterns, and employee workload. Using this information, they need to make deliberate decisions and create sustainable environments. It doesn’t mean giving up but rather a chance at a new beginning. An opportunity to get rid of preconceived ideas of what it means to be successful. It can be exhausting to live up to unrealistic ideals. Quiet quitting isn’t a symptom rather it is a direct cause of overwork, neglect, and low compensation. When people don’t feel cared about, eventually they stop caring.
Individuals must prioritize the health and safety of individuals at all levels of the organization. There is a thought that it would be easy to just get rid of things that are bad or harmful and everything would be solved. It is only one piece. We also need to create systems that heal too. Activities could include job flexibility, access to mental health services, and diversity policies.

Leaders need to readdress relationships with historically marginalized employee groups by focusing on pay equity, promotion and tenure, and workload distribution. They need to have difficult conversations and enact change.
Administrators need to take a long term view of the future instead of focusing on the current budget year. Planning for the future instills in library workers at all levels a sense of purpose and motivation to go the distance. It also allows us to plan for the well-being of future generations.
The system needs to be designed to learn and improve over time. It can’t just be a yearly training and there is no single solution. It needs to be a continuous improvement feedback loop. Leaders need to look at personal structures and relationships that enhance psychological safety, empathy, vulnerability, and peer support. This will create a culture of support at all levels that aligns structures and processes with our institutional values and purpose.
Diversity work needs to be baked into the job duties of individuals and they should have adequate time during their work day to accomplish it.
Building managers need to design workspaces to fit a variety of different people including individuals who are neurodivergent and who have differing physical abilities.

Bringing Disability to the Forefront

It’s been a busy semester at the reference desk. Amidst the busyness, I was elated to see that some of my coworkers created a display of books relating to chronic illness and disability. I was even more thrilled to see that students were often stopping by to look at the display, telling their friends about it, and checking out some of the books that were featured.

March is Disability Awareness Month, and my library makes sure to create displays and programming relating to chronic illness and disability throughout the month. But with more and more people, including college students, becoming disabled due to Long Covid, it is more important than ever that we consider the needs of disabled students year-round. It is also more important than ever that we as academic librarians highlight books by chronically ill and disabled authors throughout the year, and not dismiss displays and programming as options that solely serve the needs of school and public libraries.

Chronic illness and disability are personal to me, as someone who is disabled because of chronic illness, and whose disability is considered invisible. Some days are better than others, which means I use a mobility aid on some days, but not others. It is often said that disability is the only group that anyone can become a member of at any time.

Katie Quirin Manwiller, who has written two previous posts on Conferencing while Chronically Ill and The Inaccessibility of ACRL 2021, recently presented on Reasonable Accommodations from the Employee Perspective for the Pennsylvania Library Association 2022 Conference. Her research cited 26% of Americans living with disability prior to the onset of the COVID-19 pandemic, as well as 1 in 5 adults who will experience Long Covid.

However, we never know truly how many of our students, faculty, or staff are living with either chronic illness, disability, or both. There is still significant stigma attached to either, leaving many people to decide not to disclose. Also, no one is under any obligation to disclose to us, as librarians. We should make an effort to prove that we are capable of meeting the needs of disabled students without requiring them to disclose personal information they might not feel comfortable sharing.

What does this look like in practice? On my end, it looks like:

Continuing the practice of masking. While there is no longer a mask mandate on my campus, I and many others on staff have continued masking. Working at a busy reference desk, I feel more comfortable interacting with people while wearing a mask, and I’ve found that many students have appreciated that we are still masking, and are also choosing to wear a mask themselves.

Staying up-to-date on the evolving language of disability. Language is constantly evolving. Not all websites have caught onto the fact that disabled people have reclaimed Identity-First Language, as opposed to People-First Language, and often refer to themselves as disabled not as a person with a disability. I’ve found that the best way to stay current on disability language is to follow disabled people on Twitter. Even lurking will allow you to gain a better understanding of issues facing disabled people, which undoubtedly includes many of your students.

Promoting materials by and about disabled people. The display at my library includes a combination of memoirs by disabled writers, sociology books on the history of disability, and even ready-reference on disability history. There are also plenty of electronic resources that contain information on disability history, which I’ve been working to familiarize myself with over the past couple of months. This is a work in progress for me; keeping in mind that resources can and will become out-of-date.

Being mindful of library space. I’m always conscious about how my library physically meets, and doesn’t meet, the needs of disabled students. In practice, this looks like ensuring that aisles are kept wide and clear for users with mobility aids and offering study areas with varying amounts of light in order to accommodate students with sensitivity to light and/or sound. However, being mindful, for me, also means continually learning and keeping in mind that there is always room for improvement.

With this in mind: How have you met the needs of disabled students, and how should libraries improve going forward?

Recruiting New Librarians

It’s been such a tough pandemic for academic librarian job seekers, particularly new graduates. Enrollment declines led to shrinking budgets which in turn meant disappearing job opportunities when so many librarians needed them most. I feel very lucky to be in a library that has had the budget, personnel, and time to hire several new librarians this academic year. Later this summer I’ll be in a position to hire both a Teaching & Learning Librarian and a Student Success Librarian. I’ve been working on the job description and thinking a lot about the recruitment of new colleagues. I definitely have the usual concerns about the construction of the job advertisement:

Is the language used to describe the position responsibilities accessible to librarians new to the profession?
Are we including a salary range?
Am I asking too much under Required Qualifications?
Does the job ad emphasize our library’s commitment to anti-racism, equity, and inclusion?
Will the position description sound appealing and welcoming to librarians from different backgrounds and communities?
Does it make our department sound like a good place to work?

I shared my initial draft with our assistant department head and two new(ish) librarian colleagues who had recently been through the job search process. They offered helpful edits and suggestions, and I was able to pass on our draft to our Associate Dean for Organizational Development and Learning.

But there are the OTHER factors to consider when thinking about recruitment, ones inextricably linked to the pandemic, politics, and legislation. The last few years have been and continue to be difficult for people with disabilities, compromised immune systems, families, income precarity; and all of the most vulnerable individuals. Are new or experienced librarians in a position–financially, emotionally, personally–to move for a new job? What kind of support and flexibility can we offer to individuals who may have unique health, family, or other needs? Are we prepared to have those conversations when negotiating with potential candidates? I hope that we’re ready.

Living in Texas I’m familiar with the common refrains online urging people to either (a) get out and vote or (b) get up and move. Both make a lot of assumptions about finances, personal situations, and other extenuating circumstances. So as we are hiring I will continue to think about how we can make work as safe and welcoming a place as it can be for the people who work within it.

Are you also hiring and onboarding new librarians this year? If so, what’s been your approach?

Recognizing and Citing Indigenous Oral Knowledge: An Interview with Lorisia MacLeod

In June of 2021, Lorisia MacLeod, a librarian from the James Smith Cree Nation, published an article called “More Than Personal Communication: Templates for Citing Indigenous Elders and Knowledge Keepers,” presenting citation templates to recognize Indigenous knowledge in academia. Because both APA and MLA style guides encourage writers to cite any oral communication that does not have a written or audio recording as “personal communication,” Indigenous oral teaching gets put “on the same footing as a quick phone call, […] while even tweets are given a reference citation.”

By using MacLeod’s templates to include a full citation in a References or Works Cited list, Indigenous oral knowledge can be “presented as an equal and valid information format alongside familiar formats like books and journals.” Lorisia has generously agreed to be interviewed for ACRLog about her work; I invite you to click the link above and read her original article as well!

Q: In news coverage about this project, you’ve shared that you first realized the need for better citation of oral communication when you were an undergraduate studying anthropology, and that you worked with the Indigenous Student Centre at NorQuest College in Edmonton to develop templates for APA and MLA style. Tell me more about the process of creating custom citation templates. Was your institution supportive from the beginning? How did you select which elements to include?

A: That’s right, I was very lucky to have two amazing anthropology professors during my undergraduate—Dr. Jack Ives and Dr. Kisha Supernaut (Métis)—who really recognized the importance of including Indigenous voices especially in a field that traditionally studied Indigenous people but in a very extractive way. I felt they both really highlighted the importance of community-engaged archaeology and taught about valuing Indigenous voices despite the historical academic records lack of Indigenous representation. Of course one of the tricky things about valuing something in academia is that often our value is shown by whose voices are highlighted, so if citation styles don’t recognize Indigenous ways of knowing it can be really hard to fully achieve that level of respect it deserves. At the time, I just remember thinking someone should change that limitation—make ways of citing our oral teachings more equal. Fast forward a few years and I’m talking about things academic institutions could do as actions to support reconciliation, indigenization, decolonization etc and I realize as an Indigenous librarian that maybe it was something I could be involved in doing. Since I had developed good relationships with the staff in the Indigenous Student Centre at NorQuest it really was about drafting up some examples of alternate citation templates and just asking if I could show it to them and talk.

I think I was really lucky because there was a lot of support—folks seemed to understand that it was important to take action, to make a change, in order to make the big buzzwords mean anything. I’ll admit, the fact that it was developed by an Indigenous librarian and the input from the folks in the Indigenous Student Centre helped (big shout out to Delores, Elliott, Conor, and Karie)— I had some great friends there cheering us on every step of the way and really trying to uplift our voices. When I started out drafting up something to talk about, I actually relied heavily on Elements of Indigenous Style: A Guide for Writing By and About Indigenous Peoples by Gregory Younging (an amazing resource for anyone and everyone to read in my opinion). It does a great job of talking about how nations differ so it’s important to try to be precise, and other key ideas that lead me to look at what relationships mattered in a citation. From there it really seemed to flow together, trying to mimic the way that other citations for books are done, I tried to interweave that with elements like who is their nation, what is the teaching about. I tried to keep it general so it could be flexible—not every nation, person, or teaching would be the same, so some elements became if applicable. This was a part where having the amazing folks in the Indigenous Student Centre was irreplaceable, just talking about how we’d use this piece of the template or maybe this part would be better phrased like this. They also helped to figure out which parts should be included so it really was a group effort that organically formed in some ways. I guess it’s really fitting that citation templates about citing and valuing our words were mostly made through chats!

Q: Undergraduate research assignments often direct students toward published, written information, and students might not consider consulting other sources, like Indigenous oral knowledge. What ways could professors incorporate Indigenous knowledge in research assignments? How can we design assignments that get students to branch out from “traditional” information formats like books and articles?

A: So I’m a strong believer that there are connections to Indigenous knowledge in pretty much every subject BUT the key when it comes to incorporating Indigenous knowledge is really relationships. If instructors want to incorporate Indigenous knowledges, especially oral teachings, I really hope they are looking to invest in long-term mutually respectful relationships with Indigenous knowledge keepers. It’s technically incorporation to get the Elder-in-resident to come to speak in class once or send students to them but it isn’t really a good relationship to me. We only have so many Knowledge Keepers and they only have so much time so using them for one-offs for a class to check some box—well, it doesn’t feel any different from the extractive knowledge processes of many early settlers. Long-term engagement is more work but it’s honestly the kind of investment that has the potential to create real change.

So that’s a long-term thing but that isn’t to say there isn’t something folks could do right now. I think for instructors you’ll want to start by looking at your own syllabus—look at the readings you have and whose voices they are. If you don’t have Indigenous voices, then maybe you should change whose voices you are raising up (this can also apply to other minority voices that may not be represented in your syllabus).

In both your syllabus and in your assignments, consider why you are putting in requirements about works cited having to be academic articles? There are tons of amazing Indigenous scientists, Knowledge Keepers, language keepers, activists etc that are really active on social media platforms like Twitter and TikTok. Now I’m not saying only use Twitter feeds for your readings, but infusing these into your assignments and syllabus is actually also going to teach learners information literacy skills. It’ll teach them how to engage with social media with a critical eye and combine various information formats to get a better picture of something. But a lot of that does depend on instructors and institution policies, just remember—just because something has always been done one way, doesn’t mean it’s the best way or that it’s still the best way now.

Q: What other ways can academic libraries demonstrate respect for Indigenous ways of knowing?

A: This can be a bit of a tricky question to answer generally because it really depends on where each institution is at—some have great ties with local Indigenous groups, others have only just started trying out land acknowledgements. But here are some broad ideas:

Be honest with yourself, your institution, and your staff about where you really are: if you are still mostly doing virtue-signalling actions but aren’t able to acknowledge that’s what they are, it’s going to be really hard for anyone to be able to plan a realistic path forward. That can also impact the ability and interest of Indigenous communities to partner with you.
Who is in your collection and how? Take a look at Indigenous authors in all fields and look at how they are catalogued, what is their metadata. And when do you promote them? Please don’t only bring out the Indigenous authors for Indigenous History Month- they deserve to be highlighted in your STEM displays, your general literature displays, and the same goes for however you promote resources to your faculty.
Invest in staff learning: This has to be an ongoing area of learning and commitment with institutional support. Academic institutions have their roots in systems that kept out Indigenous peoples and our knowledges (or appropriated them) so for many professionals, the voices we have today probably weren’t something they learned about in their classes. So if there is a webinar panel of Indigenous scientists coming up then yes—the science liaison librarian should probably be attending.
Look at the Calls to Action and the CFLA TRC report: I know, these documents are getting older and are Canadian-centric but that doesn’t mean that all the calls have been met or that they aren’t useful for others. Find actions you need to take and then hold yourself/your institutions accountable to working on them. An important thing to note with this is that process is often viewed as a linear path—in my experience, true respectful actions might take a less direct path. A library might realize that they didn’t have the relationships they thought they had and need to change the plan to develop those—I don’t think that’s a failure. To me, that kind of openness to adapt and change is a reflection of respect, it acknowledges that true respect requires ongoing engagement and the needs of the parties involved naturally will change over time.
Have Indigenous knowledges in your library: Yes this, of course, means buying Indigenous books but consider how our knowledges aren’t limited to that format. What about art? What about having storytellers and Knowledge Keepers? What about partnering with your institutions’ Indigenous student centre or local Indigenous groups?

Q: Who are some librarians (or experts in other fields/identities) that inspire and influence you in your work?

A: Aside from those I talked about above, I have to start off with the obvious (and slightly sappy) answer which is that my Dad (Kirk MacLeod) and sister (Kaia MacLeod) are huge inspirations to me. My Dad was in the library field for over a decade before me, so he was one of those Indigenous librarians who helped make space for future generations like me and my sister. The field he entered was very different from when I entered shortly after the release of the TRC report; he has always cheered me on and been a role model on leading change but remaining humble. Kaia just entered librarianship and in addition to being a really awesome librarian in her own right, she motivates me to keep trying to improve the field for all future Indigenous librarians, just like our Dad did for us. Now that we are all in the same field, they give me feedback and their perspectives from other areas in the field too! Plus it’s a constant reminder that the field is full of amazing people to work with, like Jessie Loyer a fantastic Cree-Métis librarian, cousin, and friend who always seemed to know just the right thing to say to empower early-career Indigenous librarians to create change.

Gregory Younging (Opsakwayak Cree Nation): His book Elements of Indigenous Style was a huge inspiration. I’m pretty sure I recommended that read to everyone I knew—it was an amazing guide that somehow managed to walk a fine line between instructional and allowing for space for community engagement. That was a stance that I’ve really tried to emulate in my own work because I think it is a perfect way of tackling Indigenous matters without falling into the pan-Indigenous identity trap.

Eve Tuck (Unangax? ), K. Wayne Yang, Rubén Gaztambide-Fernández: If you haven’t taken a look at The Citation Challenge, I would highly recommend it. This was part of what drove home for me the important role that citation has in respect and power systems.

Dr Jessica Hernandez (Zapotec and Ch’orti’): An amazing Indigenous scientist who I’ve followed for years. Now I’m not a scientist but her work is a great example of the amazing work current Indigenous scholars make that deserves to be considered for syllabus readings. Supporting scholars like her is part of what inspires me! She recently just published a new book too: Fresh Banana Leaves: Healing Indigenous Landscapes Through Indigenous Science.

At the risk of creating a ridiculously long list I think I’ll cut myself off there.

Thank you to Lorisia MacLeod for her contributions to scholarly communication, and for sharing her thoughts with us here at ACRLog.

Vulnerability, Connection, and Reflection During a Global Pandemic: Bringing the Personal Back to the Profession During a Strange, Strange Time

This guest post was submitted by Justin Fuhr, University of Manitoba.

Never a forced smile from the sun in the sky

Never the same cloud as it passes by

As the earth takes shape, as so should I

The weary are weary for they always ask, “why?”

Daniel Romano, “Never a Forced Smile”^[1]

Introduction

At the beginning of the global pandemic due to COVID-19 when my work moved to working from home, I was in the middle of my five-week parental leave following the birth of my second child. I feel fortunate to have had this time with my family but more than a year later, have a feeling of emptiness that I continue to work from home. Don’t get me wrong, I feel extremely privileged to have a job that I can do from home, as well as an employer that is not rushing their employees back during an extremely volatile, unpredictable, and quite frankly dangerous, time.

My WFH situation also could be much worse: my kids could be home during the day while I try to work, as was the case in Spring 2020. Again, I am privileged to have childcare for both, allowing my wife and I a quiet house in which to work. The isolation, however, is difficult a year into this thing. I have little in-person contact beyond my immediate family and small bubble. I love my family and my friends, but it is difficult to go from seeing your co-workers in-person daily to seeing them solely over video conferencing software. For me, it’s a missing piece of the regularness of life.^[2]

This feeling of isolation prompted me to talk and connect with my colleagues. Connection to colleagues, which for me led to vulnerable, authentic, and trusting relationships, is extremely valuable to me, something I have appreciated at a deeper level while working from home. These connections can lead to collaboration, throughout both research and work-related projects, in addition to providing much needed support and community.

Connection

I have been working at the University of Manitoba Libraries (UML) since 2015. I began work as a library technician, before attending grad school in 2016 to get my MLIS. I graduated in 2019 and was hired as a two-year term librarian at UML at the beginning of 2020. I have known many of my colleagues for a long time; there is a stable staff at the Libraries. I switched positions several times as a library technician and later as a librarian, so I have worked with a fair number of library staff and worked closely with quite a few. You naturally get to know your colleagues better the more you work with them. However, I tried to maintain a work/home balance, which included my relationships with co-workers. Work was work and home was home, the professional and the personal stayed on each side. This changed while working from home, as I simultaneously became comfortable working as a librarian and found I needed more connection with colleagues. I felt isolated from my colleagues without seeing them daily. I wanted to connect with them at a time of isolation, to not only be more engaged in my work and research, but to actively build a community of collaboration and collegiality by bringing the personal back to the profession.

Connections can also be important to get to know more about your colleagues’ work, research, and professional interests. This can lead to collaborative and trusting relationships, extremely valuable and rewarding in any workplace. Connections also build community. One of UML’s strategic directions is “building community that creates an outstanding learning and working environment.”^[3] One of the goals of this strategic direction is “the Libraries promotes staff success through…developing our internal communication tools and mechanisms for conversations within the UML in order to enhance our ability to provide efficient and effective services and increase satisfaction with our own work.” In this strategic direction, I see clearly two aspects that I really relate to: using unified communication software and conversations between colleagues, both of which are important for building connections and for future collaboration with colleagues.

Online communication

A benefit to everyone working from home was library staff using the same online communication software. I found when working from home, if your colleagues are connected by the same online communication platform — we use Microsoft Teams — it was in some ways easier to connect. Sure, you no longer run into your colleagues before and after meetings or chat at the front desk when you’re passing by, but it connects you to your colleagues in other ways.

Not only does the University of Manitoba have two campuses, separated by almost eleven kilometres, but there are also eleven libraries at UML, ten on the main campus. This separates staff located on different campuses and in different libraries; it can be difficult to connect with colleagues spread all over the place. Having many library staff using the same communication tool connects us in a way that working in-person throughout our eleven libraries and two campuses does not.

However, online communication is often an intentional act. You initiate conversation with others in a way that’s different than in-person communication. Often this is a one-on-one interaction. This can be vulnerable and you will need trust, which I touch on below.

Conversations as an Early-Career Librarian

Another factor for my feeling of isolation is that I am an early-career librarian. I need guidance as I navigate how to become a better librarian and researcher, and my colleagues, who are extremely friendly and supportive, are a fantastic support. As a librarian, I have flexibility and independence in my workload. I am early in my career and I have tons of questions about my work, research, future career plans, and direction to take in academic librarianship. I am eager to ask my colleagues for answers or advice, having an appreciation of perspectives different from mine, especially with their deep and varied experience. My colleagues very graciously share with me their own experiences, which I can apply to my own context, and otherwise provide support and advice relevant to me.

By reaching out to colleagues to get their advice on a wide range of topics, I can shape my direction and outlook on my work and research, now and in the future. With greater independence in my position compared to when I worked as a library technician, this guidance and connection is all the more important for me. Over the past year, I have found three important aspects to connection with my colleagues: vulnerability, authenticity, and trust.

Vulnerability

Connecting with others and bringing the personal to work may mean you are vulnerable. Sharing your fears, doubts, and reservations can be difficult to do (and not necessarily necessary). This is even more difficult to share with your co-workers. I don’t know about you, but I try to cultivate a ‘better me’ at work. Wouldn’t sharing your vulnerabilities run counter to this? You would think so. However, confiding in your colleagues on difficult issues or scenarios can be really rewarding for both you and your co-worker. You would be surprised how putting yourself out there can benefit both you and the person you’re confiding in, in a mutualistic-type of relationship. Also sharing vulnerabilities does not negate the ‘better you,’ in fact it enhances your image by being authentic to present the ‘best you.’

Mentioned earlier, online communication is often intentional. On some level, you have to put yourself out there to contact others. You trust that the person you’re contacting is supportive and collegial. In addition, confidence in your co-workers, in terms of privacy, is key here, which also helps to build trust. Sharing professional vulnerabilities is difficult and immensely personal, so if your confidence is broken that can do long-term damage to you and your colleague’s relationship. Also be cautious about sharing very personal information. Though I advocate for bringing the personal back to the profession, there still should be some sort of line between work and home. Where this line lies, though, is for you to decide.

Authenticity

Being authentic with your colleagues builds a stronger community and deeper connections — authentic connections. I advocate for being authentic in your work relationships, regardless of past experiences or history with your colleagues. Of course, don’t let yourself be taken advantage of, but learn to forgive and forget. Collegiality plays a large role here and should not be forgotten.

I also think honesty begins with yourself; knowing your boundaries, being aware of your work style, and conscious of your personality. Be honest with yourself and you’ll find it easier to be honest with others, especially in the workplace.

Trust

Trust is integral for strengthening connections among co-workers. Wojciechowska (2020) claims trust, when looked at from a social capital context, “strengthens relationships with the neighbourhood, facilitates cooperation with partners and colleagues, reduces fear and conflicts, and may also stimulate development.”^[4] Trust is built in different ways. Sometimes it’s built over years of relationship building. Sometimes it’s based on someone’s personality, reputation, or history at the workplace (or your own!). Sometimes you just click with someone and trust comes quickly.

When you trust who you are speaking with, it is so much easier to have honest conversations. There’s also an element of trust where you need to trust that your conversations are honest. I find vulnerability and trust work hand in hand: it is easier to be vulnerable when you can trust your colleague has your back. In addition, trusting that the colleague you are speaking with won’t pass on any conversations held between the two of you is so important, and of course goes hand-in-hand with being authentic.

Another thing I had to get over was my worry of bothering my co-workers, especially because I have so many questions! I had to learn to trust that my relationships with my colleagues were strong, that my colleagues are eager to chat and help, and that they would let me know if they had to complete time-sensitive work.

In Conclusion

I appreciate the camaraderie and collegiality received from my colleagues over the past year. I’ve said in the past that it takes a village to raise a librarian, which I find is more relevant than ever right now. I am very fortunate to work in a library system that has so many supportive, knowledgeable, and friendly colleagues.

I feel that over the past year, I have connected at a deeper level with a substantial number of my co-workers in vulnerable, authentic, and trusting ways. These connections have provided me with a strong librarian mentor who is encouraging, empathetic, and experienced, colleagues with whom I regularly meet up with to go on walks, and co-workers who I now consider friends. Most of all, I can connect and collaborate with my colleagues on work, research, our future careers, and just life.

Acknowledgements

I would be remiss if I did not acknowledge the importance of Daniel Romano’s music over the past year, whose lyrics appear at the beginning of this reflection and whose music has brought me comfort during the isolation of working from home.

^[1] Romano, D. (2011). Never a forced smile. On Sleep Beneath the Willow [LP]. Welland, ON: You’ve Changed Records.

^[2] Unlike Christopher Moltisanti, I love the regularness of life and can’t wait to get back to it.

^[3] University of Manitoba Libraries. (2021). Strategic infrastructure. https://www.umanitoba.ca/libraries/administration/strategic-infrastructure

^[4] Wojciechowska, M. (2020). Trust as a factor in building cognitive social capital among library workers and users. Implications for library managers. The Journal of Academic Librarianship, 47(1), p. 1. https://doi.org/10.1016/j.acalib.2020.102300