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Resource Review: Doing Non-Promotable Work? Here’s How to Write About It in Your Performance Review.

Doing non-promoted work here's how to improve your performance in your review.

 

​Addressing Non-Promotable Work in Your Performance Review

 

In today’s fast-paced work environment, it’s crucial to recognize and address the unequal distribution of non-promotable tasks (NPTs) that often burden women and people of color. This issue not only impedes career advancement but also significantly impacts the overall success of an organization. Lattice’s resource on “Doing Non-Promotable Work? Here’s How to Write About It in Your Performance Review. offers valuable insights into this area.

Resource Summary: Shedding Light on the Unequal Burden of Non-Promotable Tasks

 

Developed in collaboration with the esteemed performance management software provider Lattice, this resource features contributions from prominent figures, including:

 

This article delves into the disproportionate weight of non-promotable tasks and its impact on women and people of color in the workplace. It not only underscores the criticality of acknowledging and addressing this disparity but also equips employees with actionable strategies to advocate for themselves during self-evaluations in performance reviews. Additionally, it furnishes invaluable tips for effectively communicating the value of non-promotable work and securing due recognition for these pivotal contributions.

 

Insights and Empowerment: What the Article Imparts

 

Readers will glean invaluable knowledge about identifying non-promotable tasks, learn how to advocate for themselves during performance reviews, and gain fair and well-deserved recognition for their contributions that extend beyond their job descriptions. Moreover, it sheds light on the hurdles encountered by women and people of color in the professional sphere, providing actionable strategies to redress these disparities.

 

Fostering Diversity and Inclusion: Embracing Change

 

This resource champions gender diversity and racial diversity by confronting the challenges faced by women and people of color in the allocation of non-promotable tasks.

 

Importance for Leaders

 

Leaders need to understand this resource to:

  1. Recognize and properly value the contributions of all team members, especially those engaging in non-promotable work.
  2. Ensure equitable career development opportunities and prevent unconscious biases in performance evaluations.
  3. Foster a culture where all forms of contributions are acknowledged and appreciated.

 

Lessons for Inclusive Colleagues

 

  • Recognizing Unseen Labor: Learn to identify and appreciate the often unseen labor that keeps teams and organizations running.
  • Effective Communication: Understand how to communicate about non-promotable work in a way that highlights its value to the organization.
  • Advocacy and Support: Learn to advocate for colleagues who may be disproportionately burdened with non-promotable work.

 

Benefits: Empowering Individuals and Transforming Organizations

 

By engaging with this resource, individuals can fortify their acumen in advocating for themselves during performance evaluations, while organizations can glean insights to cultivate fairer processes for task allocation, ultimately fostering a more engaged and inclusive workplace.

 

Together, let’s harness the power of this resource to usher in meaningful change, champion equity, and pave the way for a more inclusive professional landscape.