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.
Mack in Atlanta
May 14, 2008 at 6:44 pm
Hi Maureen. I just added you to my network on LinkedIn. I think we will see more business from linked in but Twitter is a lot of fun also.
Maureen Francis
May 14, 2008 at 8:18 pm
Twitter is fun! Thanks for adding me!
Ryan Hukill
May 14, 2008 at 8:58 pm
Twitter has been a great tool for me also, and although I didn’t use it to it’s full potential in the beginning, I’ve figured it out over the past few months and actually got a listing last month as a result of someone who found me on LinkedIn.
I would add you, but you’re already in ‘my network.’ 🙂
Ryan Hukill
May 14, 2008 at 9:04 pm
Oops, I said Twitter, which has been more of a fun tool. I meant LinkedIn has been a great tool.
Ricardo Bueno
May 15, 2008 at 12:06 am
Pretty impressive when you think about it.
I’ve always liked LinkedIn for it’s simplicity (it’s clean, professional, to the point and virtually spam free). Though have you ever noticed that some people don’t use it as much as you’d like them to? For the most part I’ve derived a great benefit from it and I’ve introduced people within my network to one another.
It’s still my weapon of choice in connecting amidst all of the social media selections we have like FB and the like.
Mike Taylor
May 15, 2008 at 6:54 am
LinkedIn is fantastic. I have family, freinds, past clients, other agetns etc. You don’t realize, at least I didn’t, how powerful your network is until you use something like LinkedIn.
Jennifer in Louisville
May 15, 2008 at 7:22 am
I’ve only been a part of LinkedIn for a fairly short amount of time – but its amazing how many people have found and contacted me. Re-establishing connections with old friends & family – as well as making some new friends definitely has a lot of potential.
Vicki Moore
May 15, 2008 at 12:50 pm
Excellent problem solving skills there!
Rich Jacobson
May 15, 2008 at 4:39 pm
Ya know, I’m probably on LinkedIn ‘cuz I was one of those people you invited early on. I agree, LinkedIn is deflintely one of the more useful social networks that offers measurable value. It’s my virtual rolodex!