Some say that my editorials focus too much on Economics, Business and Markets, so today, for something completely different, lets take a look at the Invisible Labor Trap.
How to Stop Carrying the Team Without Burning Out
So, let’s talk about something that doesn’t get enough airtime: invisible labor. You know, those little tasks that keep the office running smoothly but somehow always end up on your plate. Taking notes in meetings, planning team events, onboarding new hires, or being the go-to person for emotional support—it all adds up. And while it might start as a “quick favor,” it can quickly snowball into a full-time job on top of your actual job.
The problem? This kind of work often goes unnoticed, unappreciated, and uncompensated. It’s the glue that holds teams together, but it’s also the kind of work that can leave you drained, resentful, and burned out. So, how do you break free from the invisible labor trap without feeling like you’re letting the team down? Here are a few strategies to help you reclaim your time and energy.
1. Recognize and Track It
The first step is to acknowledge that invisible labor exists—and that you’re doing it. Keep a log of the extra tasks you’re taking on, how much time they take, and how often they come up. This isn’t about keeping score; it’s about having data to back you up when you decide to have a conversation about redistributing the load.
2. Learn to Say No (Nicely)
Being a team player is great, but it doesn’t mean you have to say yes to everything. Setting boundaries is key. If someone asks you to take on a task that’s not your responsibility, try something like, “I appreciate you thinking of me, but I think someone else might be better suited for this.” It’s polite, professional, and protects your time.
3. Share the Load
If you’re already knee-deep in invisible labor, it’s time to delegate. Call a team meeting or send an email to discuss how these tasks can be shared more evenly. Frame it as a way to improve efficiency and fairness, not as a complaint. Suggest rotating responsibilities or creating committees for recurring tasks. The goal is to make sure no one person is stuck doing all the heavy lifting.
4. Advocate for Yourself
Your time and skills are valuable, and it’s okay to ask for recognition. If invisible labor is a big part of your role, bring it up during performance reviews or compensation discussions. Highlight how these tasks contribute to the team’s success and why they deserve acknowledgment—or even compensation.
5. Be Strategic About What You Take On
Not all invisible labor is created equal. Some tasks might align with your career goals or help you build new skills. If that’s the case, go ahead and take them on—but be intentional about it. Focus on high-impact contributions that boost your visibility or advance your professional growth.
Invisible labor doesn’t have to stay invisible. By recognizing it, setting boundaries, and advocating for yourself, you can stop carrying the team alone and start focusing on the work that truly matters—both to your career and your well-being. After all, you can’t pour from an empty cup.