Library returners extends a very warm welcome to book up! – a brand new library and information career blog for 2021 and one that is certainly making an impact! In the first few months since its launch, the blog has become a clear advocate for library career management, addressed a range of relevant topics, (ideal candidates and the likelihood of fulfilling all the job specification, developing conflict management skills, unhappiness at work, to mention just a few), and presented itself in a really fresh and engaging way. 

Here you may be looking to re-invent your career after a priority-shifting milestone. Or exploring practical ideas to make subtle adjustments to your life. For the May guest blog, book up! shares advice to find the best way to reach an agreement with your employer about flexible working.

Tips for negotiating flexible working options with your employer

The ongoing pandemic has opened up more opportunities for flexible working than many of us could ever have imagined. For a long time the mere idea of librarians working away from “the library” would have been a non-starter – especially if senior management in the organisation work outside the library and have a perception of the job that is out of touch with the modern reality. Librarians can often feel “tied” to the reference desk or classroom depending on their role, and these kinds of demands can be a real barrier for those who may need more flexible working arrangements, such as those returning from a career break or needing some time to tend to other commitments outside of work. If you have been out of the workplace for some time, jumping straight into the high stress intensity, and fixed structures of a 9-5 role or similar, can seem extra-daunting. So the recent switch towards remote working, presents a bit more scope for negotiating some extra flexibility, which may help support a smoother transition back to your career. Below are some tips to keep in mind if trying to negotiate more flexible working options with your manager or employer:

 

Read the small print first

Check through all the relevant HR policies, staff manuals, your contract etc. to see what arrangements and requirements your employer has in place. Be clear on the options in terms of shorter-working weeks, job-sharing, remote-working, unpaid leave, and career breaks etc., as well as any flexibility around hours and overtime. Being well-versed in the facts will help inform your strategy and help you stay resolute when making your case.

 

Be clear from the outset if it’s an absolute deal breaker

If you absolutely need certain accommodations such as working from home every Monday to facilitate family commitments, or the need to start at 10am instead of 9am to facilitate a school drop off etc., bring it up as early as possible. Be clear about your needs, and say how interested and committed you are to the position, but you must have flexibility in terms of X. That way everybody knows where they stand, and if the employer just can’t offer you that, everybody gets to move forward without wasting time. Developing strategies for self-advocacy will help you articulate your needs in an effective way.

If it’s a “nice to have” accommodation, but you could possibly work around it if you don’t get it, (and may still accept the job even if you don’t achieve it), it’s probably better to bring it up at a later point after contracts have been signed, and maybe even after you have started and can gauge the culture a little bit.

Sell the benefits to your employer

Flexible working doesn’t just offer benefits to you, but also your employer, by helping you manage your time better, work at the times that you can be most productive, and reduce stress levels. Focus on the benefits that the arrangement will bring to your manager and team. Sell it as an idea that will help you both. In some cases you may even be able to offer flexibility in return e.g. once your non-negotiables are met, you could offer to be open to adjusting your other hours / work-times to help your employer at certain times if this is an option for you. Don’t give too much ground here though, and always make sure that your necessary requirements are clearly agreed in writing via email etc. 

 

Suggest a trial period

If your employer doesn’t seem too keen, you can always suggest a trial period for a month, after which both sides can review things. This is a great opportunity for you to provide real world evidence that the arrangements don’t impact negatively on the team or your work, and perhaps even deliver real benefits! Gather as much evidence of successful outcomes or positive feedback from colleagues during this period, to make a compelling and convincing case. 

Some colleagues may feel hard done by if it appears you are getting “special” treatment in terms of flexibility and they aren’t, so try to keep them on board as much as possible, and encourage them to make a similar case if they are also looking for more flexible working patterns. Sharing notes and strategies, and even raising the issue collectively as a team can add weight to the argument. After you have finished the trial, there will be more of an onus on the employer to show how it didn’t work if they aren’t open to considering it as a long term solution. Once you have opened the door to the opportunity, it’s a lot harder to close it than if it had stayed locked the whole time.

The recent changes in working patterns have helped initiate a new openness to change and a new culture in many work environments, including libraries. Take advantage of this opportunity to negotiate more flexible work options if you feel it would be beneficial for you – if you are returning to the workplace after some time out, this can really help make your things a little bit easier to adjust to.

About Guest Blogger

book up! focuses on useful resources and advice to help you ask yourself what you really want from your career and how to achieve it.

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