Since I started this blog, there’s one thing that keeps coming up.
Over and over. In conversations. In messages. In interviews. In comments.
Different libraries. Different roles. Different states.
Same issue.
Workplace culture.
So I decided to ask the question directly:
What does a truly supportive library workplace look like to you?
And the responses? Honest. Frustrated. Thoughtful. A little funny. A little heartbreaking.
Also… not complicated.
Let’s start here:
“Don’t be a dick. Seriously.” – Dave Z.
I mean… honestly?
That might be the simplest and most accurate answer.
It Starts with Trust
This came up again and again.
“Trust that I know what works for me and my department.” – Stephanie K.
“My manager doesn’t micromanage, trusts her staff to get things done.” – Jennifer E.
“TRUST. A team is a group of people who trust each other. No trust? No team.” – Anonymous
Not policies. Not strategic plans. Not buzzwords.
Trust.
And the flip side of that?
Micromanagement. Constant oversight. Second-guessing.
It breaks people down fast.
Respect Isn’t Optional
Some responses were just one word:
“Respect.” – Sue B.
“Actually be paid attention to and taken seriously.” – Shannon F.
“Getting my side of a story before making an assumption…” – Anonymous
It sounds basic. Because it is.
But it’s also clearly missing in a lot of workplaces.
Listening (Like… Actually Listening)
This one hit hard:
“A manager who doesn’t interrupt me with a ‘solution’ while I’m still in the middle of describing the issue.” – Matty L.
And this:
“A supportive library workplace LISTENS… and lets me know what ACTIONS will be taking place.” – Gayle R.
Listening isn’t just nodding along.
It’s follow-through.
Leadership Matters More Than We Want to Admit
Some people shared what good leadership looks like:
“My manager works the desk when we need help… works evenings and Saturdays every now and then.” – Erin L.
“Everybody on our team works together… sharing ideas & the load.” – Jennifer E.
“Leaders set an example by communicating clearly… avoiding cliques and favoritism.” – Anonymous
And some shared what happens when it doesn’t exist:
“Don’t let a corrupt library board go off the rails.” – Jessica B.
“When managers manage.” – Anonymous
“Employee issues aren’t ignored… ‘that’s just how John Doe is’ enables bad behavior.” – Anonymous
That last one? We’ve all seen it. And that’s my own experience as well. (I see you, Anonymous)
Psychological Safety Is Not a Bonus—It’s the Baseline
This one came up in ways that are hard to ignore:
“Atmosphere of psychological safety.” – Ashley A.
“I want to know I can correct people who misgender me without facing pushback from my boss.” – Anonymous
“In this field… we are expected to put aside our own safety and comfort in favor of serving the public.” – Anonymous
Read that again.
That’s not sustainable. And it’s not okay.
Pay, Recognition, and… Basic Human Decency
Let’s not overcomplicate this:
“A living wage.” – Jacqueline O.
“Compliments once in awhile.” – Desiree D.
It doesn’t always take big gestures. Sometimes it’s just being acknowledged.
Training and Support Matter (Especially Now)
One response really stood out:
“Training with patron conflict, homelessness, mental illness… has been instrumental… Admin providing clear procedures has made a difference.” – Nicole R.
Libraries are dealing with more than ever.
And expecting staff to just “figure it out” isn’t support.
It’s avoidance.
And Then There Were these…
Some responses were hard to read.
But they matter just as much.
“I wouldn’t know. Every day I dream of death on my way into work.” – Anonymous
“I’m so glad I’m not in libraries anymore… so many bosses treated me like utter garbage.” – Anonymous
That’s not burnout.
That’s something deeper.
And if we’re not talking about it, we’re ignoring a real problem in this field.
What a Supportive Workplace Actually Looks Like
If you strip all of this down, it’s not complicated.
A supportive library workplace looks like:
- Trusting your staff
- Listening—and acting on what you hear
- Treating people like adults
- Addressing issues instead of ignoring them
- Creating a space where people feel safe being themselves
- Supporting your staff the same way you expect them to support the public
Or, as one person put it:
“Assume your team are smart, functioning adults who just want to do their job.” – Anonymous
Final Thought (And Maybe a Little Wish)
When I read through these responses, one thing kept coming to mind:
None of this is unrealistic.
None of this requires massive funding or a complete system overhaul.
It requires intention. Accountability. Awareness.
And maybe—just maybe—
someone in my own library system will read this.
Because clearly, this isn’t just one person’s experience.
It’s everywhere.
If you’re reading this and thinking, “Yep. That’s my workplace.”—in a good way or a bad way—you’re not alone.
And if you’ve got something to add, you know where to find me.
This is Field Notes. And we’re just getting started. Click HERE to tell YOUR story for my Library Voices: Unfiltered series!
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