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.
Lisa Sanderson
January 28, 2009 at 8:36 am
Thanks for the pep talk, o wise one! 🙂 You are so right. I’ve been filling my pipeline w/people just waiting for a reason to make their move. As soon as there is a little good news and they feel comfortable, they will buy.
Vance Shutes
January 28, 2009 at 9:22 am
Bill – Perspective is everything, and I thank you for sharing the wisdom of your perspective on this market. My first broker always told me “Things are neither as bad nor as good as they seem.” We all know that this will turn around, but our crystal ball is a bit cloudy as to when. In the meantime, we sharpen our skills, push the frontiers of marketing, and keep up the communications with our clients, who so desperately need to hear from us on a consistent basis.
teresa boardman
January 28, 2009 at 6:37 pm
I like your first point the best. I live by that rule and it gets me through the bad times and allows me to put money away during the good.
Laura Cannon
January 28, 2009 at 11:05 pm
-very helpful post. I think we need more voices of moderation and calm like yours. I have a relative who keeps sending me bad economic news every other day. What’s the point? News, good or bad, doesn’t sell houses; only hard work does. I need to be out there at open houses, on the phones, on-line, networking, and following leads whether the sky is falling or not.
I appreciate your sobering comments and sensible approach.
Russell Shaw
January 28, 2009 at 11:11 pm
Bill, LOVE it! And very nice photo too.
Sherry Baker
January 29, 2009 at 1:18 am
Those are wise words, my friend. Printing this one and pinning it to the wall over my monitor. Good stuff!
Paula Henry
January 29, 2009 at 10:40 pm
Bill – This is the shot in the arm we all need from time to time. Better still, is it coming from you, a veteran who has seen it all. We need more encouragement and positive messages in this biz.
Working harder, smarter and keeping our eye on the task at hand will prove to be the difference between staying in the business or being one who checks out.
Gary Ashton
January 30, 2009 at 12:25 am
I guess the one good thing about the bubble bursting is that the relative values of homes for sale will now remove a lot of the price barriers to entry level home buyers. Once the confidence of the consumer is re-established and the banks make the ability to buy a home a little easier I think we will see a return to the traditional real estate model where low prices leads to sales and a reduction of inventory and in the long run an increase in demand for the dwindling supply…which should raise home values…hopefully 😉