Futures

Understanding and Managing Glue Work in the Workplace: A Guide for Employees and Employers, (from page 20240128.)

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Summary

The article discusses the concept of “glue work,” which refers to essential tasks that fall outside formal job descriptions, often disproportionately assigned to women. The author shares their experiences in the restaurant industry and at Atomic, highlighting the importance of recognizing and compensating this type of work. To mitigate the negative impact of glue work, companies can implement policies like peer recognition programs, dedicated roles, and ensuring all tasks are tracked and compensated. Individuals are encouraged to articulate their career goals, understand the value of all work, and maintain a sense of humor in navigating workplace dynamics. The article emphasizes the need for fairness in work expectations and the importance of supporting employees in managing glue work effectively.

Signals

name description change 10-year driving-force relevancy
Recognition of Glue Work Emergence of formal recognition for extra, unmentioned work in job roles. From informal acknowledgment of extra work to structured recognition programs. Work environments will increasingly value and reward glue work as essential contributions. Recognition of the importance of glue work for team cohesion and productivity. 4
Gender Dynamics in Glue Work Awareness of gender disparities in taking on supportive roles at work. From unnoticed gender bias in work responsibilities to a focus on equitable distribution of glue work. Workplaces will implement policies to ensure equitable sharing of supportive tasks between genders. Growing advocacy for gender equality in professional settings and recognition of biases. 5
Compensation for Sidework Shift towards compensating employees for tasks outside their job descriptions. From unpaid sidework to formal payment for all productive contributions. Companies will adopt comprehensive payment structures that include all forms of employee contributions. Demand for fair compensation practices and transparency in job roles. 5
Importance of Soft Skills Increased emphasis on soft skills in hiring and promotion processes. From technical skills being prioritized to a balanced view that includes soft skills. Hiring practices will evolve to assess soft skills as critically as technical expertise. Recognition of the value of interpersonal skills in collaborative work environments. 4
Peer Support Systems Development of structured support systems among employees for emotional and practical assistance. From informal support to established peer recognition and mentoring programs. Organizations will prioritize peer support as integral to employee wellbeing and productivity. Growing understanding of mental health and collaborative work benefits. 4

Concerns

name description relevancy
Glue Work Overload Workers, especially women, may face an imbalance of glue work responsibilities, impacting their career advancement and job satisfaction. 4
Lack of Recognition for Informal Labor Employees engaged in informal tasks may not receive acknowledgment or fair compensation for their contributions, leading to diminished morale. 5
Gender Inequality in Workplace Roles The phenomenon of women disproportionately performing supportive roles can hinder their technical growth and promotional opportunities. 5
Potential Burnout from Unpaid Sidework Employees might experience stress and burnout from engaging in unpaid sidework that falls outside their job descriptions. 4
Inequitable Job Expectations Expectations for employees to perform glue work without proper compensation or support can create resentment and job dissatisfaction. 5
Inadequate Support for Career Development Organizations need better frameworks to support employees in balancing glue work with their core responsibilities to foster career growth. 4

Behaviors

name description relevancy
Recognition of Glue Work The practice of acknowledging and rewarding employees for taking on additional responsibilities outside their job descriptions. 4
Peer Support Systems The establishment of systems where coworkers help each other with both personal and professional challenges. 5
Integration of Soft Skills in Hiring Incorporating assessments of soft skills and glue work experiences into the hiring process to emphasize their importance. 4
Work-Life Balance through Compensation Compensating employees for all types of work, including informal support tasks, to ensure fair recognition of effort. 5
Value of All Work Types Recognizing that various roles, including non-technical ones, hold equal importance in the workplace. 4
Open Communication about Career Goals Encouraging employees to discuss their career aspirations openly with management to align tasks and support. 3
Creating a Collaborative Culture Fostering a workplace environment where collaboration and shared responsibilities are encouraged and valued. 5
Humor and Perspective in Work Using humor and a balanced perspective to navigate workplace dynamics and reduce stress around roles and expectations. 3

Technologies

name description relevancy
Peer Recognition Programs Systems designed to celebrate and elevate employees who take on extra responsibilities outside of their job descriptions. 4
Delivery Lead Role A specialized position focused on enhancing client experiences, emphasizing the importance of support roles in organizations. 4
Trackable and Compensated Sidework Policies that ensure all work, including informal tasks, is documented and compensated, promoting accountability and fairness. 5
Mentorship Programs Structured relationships that help employees set and achieve professional development goals, fostering growth and support. 5
Inclusive Workplace Policies Policies that aim to mitigate the disadvantages of ‘glue work’, ensuring a fair distribution of responsibilities. 4

Issues

name description relevancy
Glue Work Dynamics The phenomenon where supportive, non-core tasks are often expected from certain employees, especially women, affecting their career advancement. 5
Equity in Job Roles The need for equitable recognition and compensation for tasks outside of core job descriptions, highlighting potential gender disparities. 4
Workplace Culture and Mental Health The impact of informal support roles on employee well-being and workplace dynamics, stressing the importance of social bonds. 4
Recognition of Sidework The necessity for organizations to acknowledge and compensate informal or ‘side’ work to prevent employee burnout and resentment. 4
Mentorship and Career Development The importance of mentorship in helping employees navigate glue work and its impact on their career paths. 4
Flexible Job Descriptions The need for more flexible job descriptions that accommodate and recognize the multifaceted contributions of employees. 3