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.
Bob
December 18, 2008 at 12:27 am
There are limits to many things, including loyalty, especially in this business. What matters most is fiduciary.
Some title companies are going to start to pay the price for certain business practices they employed in the past to gain loyalty.
For example, some lenders will no longer fund a transaction where the title company or escrow company has ABAs, even if there is no ABA involved in the transaction. Just the fact that the title company has them is enough to screw things up.
In order to close one recent transaction, the escrow had to be moved to a true nuetral 3rd party escrow company. in my neck of the woods, that means all but two title companies can create a problem depending on the lender.
Missy Caulk
December 19, 2008 at 10:12 am
Loyalty in strategic partnerships is invaluable. I have one with my title company as well. No gifts or other help that would violate RESPA, just good old fashion service all the time.
Matt Stigliano
December 19, 2008 at 11:05 am
Bob – I do agree there are limits to loyalty (you just stabbed me? not feeling so loyal now.). I view loyalty as a two way street. I’m not loyal to those that aren’t loyal to me. I’m not saying that the other person has to send 100% of their business to me and I have to do the same for them. But knowing that I have someone I can rely on to help me whether I am bringing them business or not and knowing they are there for me – to me that’s loyalty. And I return the same. If the title company business development rep needed 5 minutes of my time to ask a question, she would get it. I guess my definition of loyalty is closer to that of what they speak of when they refer to animals (particularly dogs). I am loyal to those that treat me well, not treat me to material things (although dogs do love a giant bone from time to time – this is NOT part of my loyalty).
Missy – That’s it exactly. Good old fashioned quality service and the reliability of someone who says “Oh wait, that’s Missy calling, I better get this.”
Matt Stigliano
December 19, 2008 at 11:07 am
Bob – I was just reading my comment and realized it looked like I was said that YOU stabbed me (and since I used stabbed there’s all sorts of connotations with that, ie, being stabbed “in the back”). Just to be clear (I hate when things get misread or my writing isn’t clear) the “you” referenced is a general “you,” not you, Bob, specifically.
Vance Shutes
December 20, 2008 at 3:30 pm
Matt,
Above all else in my business, I value integrity and loyalty. You’ve summarized the aspects of loyalty very well in this article.
Earlier this year, a trusted lender with whom I had done business for over a dozen years “retired.” I still miss him, both for the professionalism he showed my clients, and for his unswerving loyalty to both his clients and his friends. While our friendship continues, that business loyalty has ended. You know what they say – sometimes you don’t know what you have until it’s gone.
You’re very fortunate to have developed that loyalty with your title business development rep. Continue to build and strengthen that business relationship.
Linsey Planeta
January 1, 2009 at 4:38 pm
I so loved reading this post. I can’t tell you how thrilled I am to see the new regulations in place. I have a long standing relationship with a wonderful title rep. I have become friends with her over the years and have been utterly astonished at what my colleagues actually ask of her. She’s lost business due to an unwillingness to ‘prostitute’ herself to some of these agents.
The sad thing is that while they asked her for all kinds of illegal favors, they missed some of the most valuable tools that she offered – simple but amazing business planning and brainstorming with her agents, connecting people, and a real partner in their business. The kind of loyalty I have with her allows for mutual enjoyment in eachothers growth and success.
I’m thrilled to hear about the new regulations and hope to see a much needed difference on that side of the business.