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90% of the work I do feels pointless (and I'm still overwhelmed)
Almost all of my work doesn't feel properly aligned with any sort of purpose or mission. While I understand my company's larger goals, my day-to-day work feels tedious and unnecessary, and I don't feel like the work contributes to these goals at all.
I want to be more mission-oriented but doing work that is actually meaningful at this company may require a complete shift in our day-to-day work and our metrics of success. Do I offer suggestions on how to make this push, or should I just give up and look for another position? I'm already time constrained as it is, but I do think making a difference is important.
Carrie Shevelson
26
09/14/20 at 9:32PM UTC
An exercise I've always found valuable is the Eisenhowser Box. https://jamesclear.com/eisenhower-box List out all your regular tasks you've been doing. Find which box they go in. Then have a conversation with your manager about prioritization how to better support you on delegation and deleting tasks.
Laura McCannDriving results through people engagement
325
09/09/20 at 8:15PM UTC
Definitely talk about the ideas you have! If there needs to be a pivot, you are the best person to decide how that could work!
Anonymous
09/09/20 at 3:54PM UTC
If you have ideas, I think it’s always worth talking to your manager about your ideas! You never know what will land and help your entire team. On the other hand, it is important to find meaning in what you do for your own fulfillment.
Kelley Shields, Career Happiness CoachWork shouldn't be a 4-letter word.
98
09/09/20 at 3:24PM UTC
There's a concept (and book) called "Bullshit Jobs" that discusses that a large percentage (perhaps 40%) of people feel like what they do at work is pointless and the world would in no way be negatively impacted if their job didn't exist. And being in a role like that is very psychologically damaging, so I really applaud you for not wanting to sit back and just let this happen!
I think a proactive conversation with your manager where you suggest ways for your work to offer more contributions to the company's mission, or to serve a more purposeful role in the company, would be great. I would try to come prepared with proposals/thoughts for how to make that happen. And also be prepared that in some companies, they do just kind of do things because they've always done them.
If they are not receptive to making changes or finding a way for you to do more work that is meaningful to you (I do love the idea of possibly working on something cross-departmental that Cathy suggested!), I would really encourage you to start thinking about making a job change. One thing that might be really helpful for you in thinking about that is getting really clear on your own core values and what will feel meaningful to you. Happy to jump on a short call if that would help if you get to that point.
Cathy ColliverMarketing & MBA
199
09/08/20 at 8:43PM UTC
I agree with Theresa, having an open conversation will at least help clarify the firm's mission and key business goals, and should be able to connect your department's goals and your goals/work to how that supports the overall mission/business goals. Sometimes even understanding that better can make the work feel more fulfilling. I also recommend asking your supervisor for recommendations on who to connect with in other areas to better understand the company from other angles. Or ask to work on cross-departmental projects. That work could be more fulfilling and/or introduce you to new functional areas that may be more interesting to you.
THERESA RANKINExperienced technical PM new to Austin market
38
09/03/20 at 10:05PM UTC
You do have a good opportunity here to have a conversation with your manager about how your own job aligns to the firm’s central mission and supporting objectives. While having this conversation, it’s important also to clarify how your job adds value in the areas most critical to moving your business ahead. Everyone should have a clear line of sight from the daily work they do to value creation. Without this, it’s easy to expend a lot of time, as you’ve noted, on questionable work that wastes your scarce resources. Metrics should support that same line of sight path- if they do not (or worse yet, reward anti-behaviors that create waste), the firm is reinforcing the problem. It’s possible that the work you are doing is, in fact, aligned to the firm’s mission/vision in some way, but your leadership team has not made the connection points clear. It’s also possible that the firm’s mission and supporting objectives are off-base in a fundamental way, which is a bigger and different problem, but one that merits highlighting if that is indeed the case. For your sake and for the benefit of the firm, consider raising these questions in an inquisitive and respectful way, and then prepare to suggest some changes toward adding value where it is most needed. A good leadership team will appreciate that initiative. Good luck.
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