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.
Benn Rosales
February 29, 2008 at 4:17 pm
I’m going to have to go with Lani on this one- I know because i have to drag her away from the feed reader.
Ines
February 29, 2008 at 5:03 pm
How am I not surprised at those results?? That’s hilarious! very clever too 🙂
Maureen Francis
February 29, 2008 at 5:09 pm
Benn, I erred by not having Lani on this list and then I did not know how to edit!
Today Jeff Turner claimed @MrUbiquitous on twitter. I am a follower.
Benn Rosales
February 29, 2008 at 6:43 pm
lol no sweat, she’s my champion always ;]
Missy Caulk
February 29, 2008 at 8:24 pm
LOL, I see them all everywhere, including Lani and Dustin.
Ines
February 29, 2008 at 8:42 pm
how about “hello, my name is Rudy and I am from Trulia”?
Denver Mortgage Broker
February 29, 2008 at 10:34 pm
I see Shailesh a lot. Ines too.
Shailes Ghimire
February 29, 2008 at 11:18 pm
I go to a new site, new blog, new tool, new place on the Internet tool and feel pretty exicted that I’ve “discovered” something, but as I look around I see a sign there that says “Jay Thompson was here.” The guy is everywhere. I wrote a post last week at 8pm and told my wife that before midnight Jay Thompson will have left a comment. Lo and behold at 9.55pm there was a comment from Jay. So, I nominate Jay Thompson.
Denver Mortgage Broker
March 1, 2008 at 9:25 pm
I agree with Shailes. Sorry for the misspelling. I bet everyone spells your name wrong. I promise to only spell it wrong a few more times, then I’ll get it. Anyway, I agree that I see Jay probably more than anyone. I’m not everywhere, though, so my opinion may be skewed.
Faina Sechzer
March 6, 2008 at 2:22 pm
I would say Jeff Turner and Joseph Ferrara. I see them everywhere.
Toronto realtor
March 22, 2008 at 10:07 am
Sure it’s only funny little poll, but the idea isn’t funny at all. The poll: The Most Ubiquitous Real Estate Blogger has definetly something to offer. I personally happen to understand the expression “ubiquitous blogger” not just as someone who’s omnipresent, who chooses quantities over qualities. It’s not about volume of articles, but more about interest in the field and about relevant contributions. I found a few more, that shold be eventually considered on these Toronto real estate sites. And for this contribution, not just one, but all of the listed bloggers should get Hallelujah! )