Animation Guild | We are 839 Digital Magazine
Issue link: https://digital.copcomm.com/i/1313527
WINTER 2020 17 WITHOUT OPPORTUNITIES TO CASUALLY INTER ACT WITH OTHERS, HOW DO I ASK FOR WHAT I WANT WITHOUT COMING OFF AS AN OPPORTUNIST ? Don't just think about what a person can do for you, Feeney advises. Think about what you have to offer. Because most of your conversations will be scheduled and on video, find ways to connect on a personal level and make sure you listen with sincerity. To this Donner adds being aware that most of the body language we're accustomed to is more difficult to assess when communicating from home. Make sure your expression on video calls conveys your interest in what the other person is saying. HOW CAN A WOMAN OF COLOR, WHO AT TIMES FEELS "LUCKY TO BE IN THE ROOM", ASK FOR WHAT SHE NEEDS IN A WAY THAT IS NOT DEEMED UNCOLLABORATIVE OR AGGRESSIVE? Kirkland explains, "I never felt lucky to be in that room because I felt my position in that room had been well-earned." However, she adds: "Rarely does anyone just walk around handing out promotions or raises. At some point you're going to have to take control of your specific circumstances and you're going to have to step up to the table and ask. I take the idea of being a woman of color out of it. I take the idea of being a woman out of it. I'm just a human being standing in front of another human being." IS THERE A GR ACEFUL WAY TO INQUIRE ABOUT SALARY, BENEFITS, AND OTHER NEEDS SUCH AS MATERNIT Y LEAVE? First and foremost, familiarize yourself with federal and state rules about family and medical leave, benefits, and if you're working at a union shop, be aware of the minimums for your job. Then, Feeney says, use what you know because employers tend to respond better to data driven decisions. As Ito says, you shouldn't be ashamed to go into a room asking for what you're worth—not to mention revealing that you know what you're worth. HOW DO YOU STAY ENERGIZED TO CREATE PERSONAL WORK OR IMPROVE ON YOUR ART AFTER A FULL DAY OF WORK? Mortensen emphasizes that "you are the most important thing to you. So take that time before any other responsibilities kick in. I get to work a little early, and that first half hour to me is sacred. I don't do anything other than personal work." During these times this means getting up early and deliberately blocking out time for yourself. Kirkland is also an advocate for setting aside time first thing in the day. "I say I'll do it at lunch, or I'll do it ASKING AGAIN You've worked up the courage to ask for what you need, but that request is met with hesitation. Rather than withdrawing, thank your supervisor for listening to you, then follow career coach Lori Perkins' suggestion and take the "EARS" approach to furthering your "just ask" conversation. Empathize with your supervisor. Let them know that you understand their hesitation. Ask your supervisor to clarify exactly why your request is giving them pause. Then sit back and listen. Respond in a way that shows you genuinely heard your supervisor's concerns. Secure the continuation of the conversation by asking your supervisor if you can follow up with a proposal or idea for how to make your request work. You can ask for what you want again with information relevant to your supervisor's concerns. E A R S later in the evening, and then it never happens." If you invest in personal growth, Mortensen adds, "that's going to benefit the company you're working for." IS THERE NEW FLEXIBILITY IN YOUR SCHEDULE THAT YOU HOPE TO SUSTAIN ONCE THE PANDEMIC PASSES? As a night person, Donner feels the pandemic has been beneficial to her work life because she now has a schedule that suits her creativity. Working later in the day frees up her mornings for family time. "This extreme situation is forcing people to prioritize differently. We should continue having these conversations because what a lot of this is about is building the future that we want. This pandemic is offering a strange test, where we're trying out a lot of possibilities and seeing what works and what doesn't. We should take this moment to lift each other up and build a stronger, more fortified industry." FOR THE BOSS For supervisors, labor lawyer Kait Feeney offers the "Tight, Loose, Tight" methodology for addressing your staff's needs for flexibility during these unsettled times. TIGHT: Communicate expectations clearly. LOOSE: Give employees autonomy to deliver on those results. TIGHT: Follow up to ensure expectations were met. Make time for casual virtual conversations. For fostering open, clear, and supportive communication on teams, supervising producer Jim Mortensen says, "When you're working in the same place, you can have the kind of casual conversations that let people know your door is open. The barrier to entry is low, and chat about small things can lead to conversations about big things. Now, everything has to be scheduled and on video. So set up times for people to have casual conversations as well as work conversations." You can watch the panel on our YouTube channel, TAGTUBE - The Animation Guild Local 839 . S O C I A L H O U R