In June, I gave a talk at the IWCE (Investing in Women in Construction and Engineering) conference on "Progressing Your Career and Mastering the Art of Asking for a Promotion" workshop. One of the topics I broached - Non-Promotable Tasks - resonated with the female majority audience, so I wanted to share it with you.
Non-Promotable Tasks (NPTs)
Non-promotable tasks (NPTs) is a term that describes work that is important for the company's growth and success, but it doesn't necessarily lead to your career advancement or recognition. Unfortunately, NPTs often go unnoticed and can be undervalued. This issue deserves our attention because it may be holding you back from the best opportunities or promotions.
Three key characteristics can identify non-promotable tasks:
Lack of direct contribution to the organisation's core mission: It can be non-billable work or work that doesn't contribute to the business development. It's the non-rewarded work.
Invisibility: It typically occurs behind the scenes. For instance, you might help someone else prepare for a presentation, but then they give the presentation.
Repetitiveness: It is repetitive and can be performed by anyone without needing unique skills, such as administrative work or organising a social gathering.
Okay, don't get me wrong here—everyone has to do some non-promotable work; it's still critical to the company. Plus, NPTs may initially offer you indirect benefits—such as skill development, networking opportunities, or visibility—but their long-term promotability may diminish over time.
What's concerning is that studies have shown that women typically shoulder a greater share of these non-promotable tasks than men. This inequity is often kept alive by workplace rules and societal norms. Do take a step back and evaluate the type of work that is celebrated and rewarded within your organisation.
"Women are not only 48% more likely to volunteer for these jobs but they are disproportionately assigned to them." - HBR
Women don't take on this work because they're inherently good at it or love it. Quite often, they do it because they feel like they have to. Sometimes, the pressure to prove your value, above and beyond your day-to-day role, can cause you to say yes to things you may not want to do.
This can be especially difficult if you have internalised a "yes" response to additional work requests (People-pleaser, anyone?). The downside is that you start to feel guilty and resentful because you see that unrewarding, non-promotable task as work you have to do.
Examples of NPT’s include:
Onboarding recruits
Organising social events
Administrative work, editing, proofreading
Governance and committee work
Helping others with their work
As much as these tasks might align with your personal values and strategic aims, they may not be valued by the company and directly lead to your career advancement.
Continuously performing NPTs can lead to fatigue and burnout. Less time for high-impact tasks can result in slower advancement and lower earnings. And the lack of recognition for these tasks can erode your confidence.
Strategies to Manage NPTs:
Recognise NPTs: Understand which tasks do not contribute to your career growth.
Stall your yes: First, give yourself time to review new tasks, check your capacity and energy, and alignment with the company and your strategic career goals.
Negotiate your yes: Agree to take on a task if you can deprioritise something else or share the responsibility.
Say No: Politely decline by explaining your workload and offering solutions.
Optimise your workload for promotability: Focus on tasks that align with your career goals and make the highest contribution.
Recognise and manage your NPTs as part of your strategic self-development plan. Seek a balance between them and the promotable tasks you are doing.