In my organizational culture class, we discussed a case that highlighted the cost of invisible labor and the passion tax that often occurs for those who are committed to a mission and go above and beyond in their work.
Invisible labor represents the tasks we perform that are not part of the actual job description. It may include onboarding or training new employees, covering the extra responsibilities when someone leaves, serving on committees, organizing office morale events, traveling, ordering supplies, or serving as a technology resource for teammates. These tasks take time and energy but supervisors may not even know we are doing them. The same occurs at home where functions of running a household or meeting children’s needs may be unseen by those not directly involved.
A passion tax is when those performing invisible labor — or willingly going above and beyond because they are passionate about the mission or their work — suffer burnout as a result. A passion tax is the price people pay for giving too much of themselves. The extra hours or tasks may be self-imposed, but there are negative consequences regardless.
Consider the work your staff is doing — and evaluate whether you are creating a culture where passion is being used as a substitute for fair pay. Look in the mirror as well and have an honest accounting of whether your tasks are being recognized. Make your invisible labor visible — to yourself and your supervisor — to head off burnout and create an equitable environment where you can thrive.
