How to Prevent the Formation of an “NPT Club” at Work

Did you know that women and other marginalized employees spend an average of 200 hours more per year on non-promotable tasks (NPTs) than their colleagues?

In my previous article, I discussed strategies for employees to navigate Non-Promotable Tasks (NPTs). However, it’s crucial to recognize that this is a systemic issue requiring more than individual efforts. NPTs, essential for organizational functioning but not contributing to career advancement, disproportionately impact women and other marginalized employees. These individuals often feel compelled to volunteer for these tasks due to unspoken expectations, further entrenching the imbalance.

In many organizations, certain employees repeatedly find themselves assigned non-promotable tasks, creating what can be referred to as an “NPT Club”. These individuals consistently handle tasks that are crucial but don’t advance their careers, while others focus on promotable work that leads to career growth. This imbalance not only perpetuates workplace inequalities but also breeds resentment.

To create lasting change, it’s crucial for leaders to take a more active role in managing NPTs. Drawing insights from “The No Club: Putting a Stop to Women’s Dead-End Work”, this article offers strategies for organizations to distribute NPTs more equitably and ensure that all team members can focus on promotable tasks.

Why Do NPT Clubs Form?

1. Historical Precedence: Often, the same employees are assigned NPTs simply because they have always done them. This reliance creates a cycle where the same people continue to shoulder non-promotable work.
2. Volunteering Bias: Relying on volunteers for NPTs can inadvertently perpetuate inequalities. Some employees may be more inclined to volunteer due to personality traits, work styles, or cultural backgrounds.
3. Lack of Clear Guidelines: In the absence of formal guidelines for assigning NPTs, managers might default to familiar patterns or personal preferences.

Strategies to Avoid Creating an NPT Club

1. Strategic Assignment of Tasks: Assign NPTs deliberately based on factors such as skills, experience, and current workload.
2. Implement Rotation Systems: Establish a rotation system for NPTs so that no single employee or group is consistently tasked with them.
3. Enhance Transparency and Communication: Be open about the importance and purpose of NPTs. Clearly communicate how these tasks align with organizational goals and the criteria used for their assignment.
4. Recognize and Reward Contributions: Acknowledge and reward employees who undertake NPTs, even if these tasks are not directly linked to promotions.
5. Integrate NPTs into Performance Evaluations: Include discussions about NPTs in performance reviews to formally recognize employees’ efforts.
6. Utilize Data-Driven Analysis: Regularly track who is performing NPTs and analyze the data to identify patterns or disparities.

A Call to Action for Leaders

As a leader or decision-maker in your organization, you have the power and responsibility to address the NPT imbalance. Your actions can create a ripple effect, transforming not just your team or department, but potentially your entire industry. Here’s what you can do today:

1. Audit your team’s tasks: Take a close look at who’s doing what, and identify any patterns in NPT distribution.
2. Open the conversation: Create a safe space for discussing NPTs and their impact on career progression.
3. Lead by example: Personally take on some NPTs, demonstrating their value to the organization.
4. Implement one strategy: Choose one of the approaches discussed in this article and commit to implementing it within the next month.

Remember, addressing NPTs isn’t just about fairness—it’s about unlocking your organization’s full potential. By ensuring that all employees have equitable opportunities for career-advancing work, you’ll foster innovation, boost morale, and ultimately drive better business outcomes.

By understanding how NPT Clubs form and implementing these strategies to prevent them, you can foster a fair and supportive work environment that benefits all employees and the organization as a whole.