The Hidden Costs of Fake Work and Emotional Labor: Reclaiming Our Productivity

There's nothing quite like the dopamine hit of checking items off a to-do list. I still love it. But here's a hard truth I've learned: Being busy and getting stuff done doesn't always mean we're doing the right things or doing them well.

Real productivity isn't just about DOING. It's about doing the right things, the right way, aka while being mindful of our impact.

As I've coached leaders and teams across industries, I've come to recognize two distinct types of labor we all engage in at work:

1. Tangible Labor: The 'WHAT' of our work ? Creates real value for the business ? Aligns with strategic initiatives ? Moves the needle on important metrics
2. Fake Labor: The energy-draining impostor ? Endless meetings and messages ? Constant coordination and information-seeking ? Feels like work, but creates little to no value

But here's the kicker: There's a sinister subset of fake work that's rarely discussed - Emotional Labor.

Emotional labor is the mental and emotional processing we experience when interactions or dynamics create tension, stress, or unresolved conflict. At work, it often involves managing one's own feelings or coping with others' stress behaviors, during or after meetings or difficult conversations. This can lead to activities like rework, venting, or the "meeting after the meeting," which drain energy, disrupt focus, and contribute to fake work instead of real, value-adding outcomes.

Why does this matter?

When we neglect HOW we work, fake work and emotional labor multiply, breeding political behaviors and draining our capacity for real, valuable work.

The solution? It's time to shine a spotlight on HOW we work. Here are five strategies to reduce fake work and emotional labor:

1. Implement a "Meeting Purge" ? Audit all recurring meetings ? Eliminate those without clear outcomes ? Shorten 60-minute meetings to 45
2. Establish "Deep Work" Hours ? Block 2-3 hours daily for focused, uninterrupted work ? Turn off notifications during this time ? Respect others' deep work time
3. Practice Emotional Intelligence ? Start meetings with a quick emotional check-in that are time blocked ? Encourage open dialogue about stress and challenges ? Provide training on managing emotions at work (see Dan Goleman's work on Self-Management)
4. Create Clear Communication Channels ? Define when to use email vs. chat vs. meetings ? Establish response time expectations ? Use project management tools to reduce status update meetings
5. Foster a Culture of Psychological Safety ? Encourage constructive feedback at all levels ? Celebrate vulnerability and learning from mistakes ? Address toxic behaviors promptly and consistently

By focusing on HOW we work, we can dramatically reduce fake work and emotional labor. The result? More time spent on valuable outcomes and - dare I say it - actually enjoying our work.

P.P.S - If you have someone in your work life that consistently generates emotional labor for you. It's time to set boundaries. At a minimum, block off 30-min to an hour to deal with the labor and take care of yourself, so you can get back to productive work. AKA this isn't the work to take home to our partners to process.

What strategies have you found effective in reducing fake work and emotional labor in your life and organization?

Thanks to Marni Seieroe , Mary Anne Bennick, MA, LMHC , Heather Davis, PHR, SHRM-CP , Dr. Joy Chou and Shannon H. Patterson, MS, MSOD for their deep conversations on this topic and Annie Dean - for her post on Fake work and expanding this concept of wasted/fake work.

#ProductiveWork #EmotionalIntelligence #WorkplaceCulture #LeadershipDevelopment