Invisible work, non-promotable tasks, and “volunteer opportunities” (more often volun-told), are an unfortunate reality in the workforce. There are three things every employer should do in relation to these tasks: minimize them, acknowledge them, and distribute them equitably.
Unfortunately, the reality is pretty far from this ideal. Some estimates state up to 75% or more of these time-sucking, minimally career beneficial activities are typically foisted on women in the workplace and are a leading driver behind burnout in female employees. The sinister thing about this is most people are completely blind to these factors; it’s referred to as invisible work for a reason.
Research from Harvard Business Review* found that 44% more requests are presented to women as compared to men for “non-promotable” or volunteer tasks at work. Non-promotable tasks are activities such as planning holiday events, coordinating workplace social activities, and other ‘office housework’ style activities that benefit the office but typically don’t provide career returns on the time invested. The work of the ‘office mom’ often goes unacknowledged or, if she’s lucky, maybe garners some brief lip service. Don’t be that boss that gives someone a 50hr workload task for a 2-second dose of “oh yeah thanks for doing a bajillion hours of work on this thing I will never acknowledge again and won’t help your career.” Yes, that’s a thing. Don’t do it. If you do it, don’t be surprised when you have more vacancies than staff. You brought that on yourself.
There is a lot of top-tier talent out there in the market right now. To be competitive, consider implementing some culture renovations so you can have a more equitable, and therefore more attractive, work culture to retain your top talent.
What we want to do:
- Identify and minimize invisible work in your organization
- Acknowledge the work that can’t be avoided. Get rid of the blind part.
- Distribute the work equitably.
Here is a simple example:
Step 1: Set up a way for staff to anonymously bring things to your attention. Perhaps a comment box. Encourage staff to bring unsung heroes in the office to your attention. Things they wish their peers or they themselves received acknowledgment for.
Step 2: Read them and actually take them seriously. Block out some time on your calendar and give it your full attention.
For the sake of demonstration, let’s say someone leaves a note about how Caroline always tidies up the breakroom at the end of the day and cleans the coffee pot with supplies Caroline brings from home. Now that we have identified a task, we are going to acknowledge it, minimize it, and consider the distribution of labor.
Step 3: Thank Caroline at the team meeting for scrubbing yesterday’s burnt coffee out of the bottom of the pot every day. Don’t gloss over it. Make the acknowledgment mean something. Buy her some chips out of the vending machine or something. The smallest gestures can have the biggest impact when coupled with actual change.
Step 4: Remind your staff to clean up after themselves. Caroline isn’t their mom. If you have to, enforce it.
Step 5: Put it in the office budget to provide adequate cleaning supplies for the break room and review your custodial needs. This isn’t part of Caroline’s job description and she could be putting that energy towards something else. Find the why of the situation and address it.
You might be rolling your eyes at me by now, but the toll of this unpaid invisible work has real costs. According to the 2021 Women in the Workplace Report* the ladies are carrying the team, but getting little to none of the credit. Burnout is real and ringing in at an all-time high across every sector of the economy. To be short, women are sick and tired of getting the raw end of the deal, and after 2 years of pandemic life bringing it into ultra-sharp focus, are doing something about it. In the report, 40% of ladies were considering jumping ship. Data indicates that a lot of them not only manned the lifeboats but landed more lucrative positions than they left. Now is the time to score and then retain top talent. However, it is up to you to make sure you are offering an environment worth working in.
*Note: the studies cited here do not differentiate non-cis-identifying persons. It is usually worse for individuals in the LGBTQIA+ community.
Linda Davis
February 16, 2008 at 4:00 pm
Well said! And congratulations on being a genius. 🙂 Well deserved.
Vlad
February 16, 2008 at 4:35 pm
Maureen,
Great idea. We already have 3 or 4 blogs from Arizona. I see your point. We’ll keep that in mind!
Maureen Francis
February 16, 2008 at 6:04 pm
Thanks Linda. You are a genius in my book. There is much to be learned from you.
Vlad, glad you like the idea, You’ll always have people who will criticize what you are doing and how you are doing it when you try to rank competitive real estate agents. But I appreciate your openness to other’s thoughts on the matter.
Vlad
February 16, 2008 at 9:25 pm
Maureen,
In the real estate we always have to think “location, location, location”. The local traffic will never beat the national one…. I understand.
I think tough that list is turning out to be an interesting resource nevertheless. Hey I would never guess that Mr. Trump would not make at least the top 20 ;)….
Missy Caulk
February 17, 2008 at 12:50 pm
First congratulations on being a genius. I like your idea about Michigan, but of course I am from Michigan.
Teresa Boardman
February 18, 2008 at 1:54 pm
Welcome Maureen and i quite agree. i don’t understand why the makers of the lists would include industry group blogs, blogs that are not about real estate at all and a little local blog like mine on the same list. Does it help me to be on these lists? maybe but at the end of the day all that matters is who is reading the blog, not how many.
Vlad
February 18, 2008 at 2:18 pm
Theresa,
The as more blogs are submitted the list will change. The feedback like this has already helped me in many ways. I can assure you that I will remove the blogs that are not in any way related to real estate.
All I can say I am human and humans make mistakes.
Here is an example.
Apartment Therapy blog (currently number 1 on the list). I added this blog because it was on many real estate blogrolls. However I think it would be more appropriate to list that blog in a “Home and Living” category. But since many real estate blogs had the link to Apartment Therapy blog listed under blog rolls like “Real Estate Websites” or “Real Estate Blogs” I went along and added it to our list.
Don’t take me wrong, I think Apartment Therapy is a great blog. But in my opinion it should be considered a “home and living” website.
I am sure there maybe other mistakes like that. As time goes on I will try to fix them.
I am not quiet sure what do you mean by “industry group blogs”. Are you referring to blogs authored by multiple authors? Or networks like ActiveRain where each individual blogger has “his own” blog? Could you please clarify? Thanks.
Ginger Wilcox
February 21, 2008 at 12:45 pm
Hi Maureen. So true. Even a blog list in a big state like California doesn’t mean much. Laurie Manny’s Long Beach real estate blog has huge readership in her area, but it means nothing to my little market. My blog is super local, which is exactly how I want it to be.