Invisible repairs are the hidden work of workplace adaptation.

Source: Adobe/Lais

This month, the next generation of the workforce enters universities and many unknowingly enter a field of invisible work where the subtle art of fitting in becomes a necessity.

In Florida, for example, some graduates begin their first day of orientation with a “Dress for Success” session, where they suit up and shape the image of a professional. For many, this is their first introduction to the hidden work of changing their appearance, behavior and even identity to meet company expectations.

This hidden work, which functions similarly to the traditional craft of “invisible patching,” involves carefully adapting to meet the unspoken demands of the workplace. While invisible patching refers to the delicate process of repairing clothing from the inside and leaving the repairs unseen, it encompasses the often overlooked efforts employees make to conform to company norms—efforts that can come at a significant psychological cost.

Conforming to corporate norms requires more invisible work for some than for others. For the new employee, it may mean silently worrying about whether his one used suit meets management’s expectations. For employees who are of a different race or ethnicity than the majority of their colleagues, hidden work takes a special turn, as they may engage in code-switching—”correcting” accent, dress, tone of voice, diction, hairstyle, expression of emotion, and other outward markers of status and identity—in order to fit seamlessly into the prevailing corporate fabric.

For all underrepresented people, managing stereotypes—a form of emotional labor—is hidden labor. The term “emotion labor” was first coined in the 1980s by sociologist Arlie Russell Hochschild to describe adding an extra layer of responsibility to jobs. She defined what we now call emotional labor as “the management of feelings to create a publicly visible facial and bodily presentation.”

Let’s take the example of Khalil, the pseudonym of a plant manager who is interviewed in our upcoming book. Our (in)visible work. Khalil told us, “As a black man, I was taught to control my emotions, especially in the workplace. Because when you show emotions, they are misunderstood as something other than what they are – passion. Instead, they are labeled as aggression or insubordination.”

At first glance, the concept of invisible repair may seem innocuous, perhaps even admirable—a testament to a person’s adaptability and commitment to professional success. But beneath the surface lies a complex psychological landscape full of challenges and implications for individual well-being and organizational health.

The psychology behind invisible repair

Invisible repairs are driven by the desire to belong and be accepted, a basic human need rooted in our evolutionary past. This drive is often amplified in professional environments where acceptance is associated with career opportunities, job security, and social belonging.

However, the constant pressure to adapt can have several negative consequences, including:

• Identity conflict:When individuals continually change their true selves to conform to workplace norms, they may experience profound identity conflict. This inner dissonance is caused by the conflict between their true identity and the facade they present. Over time, this can undermine self-esteem and create a persistent feeling of not being true to oneself.
• Emotional exhaustion:The energy required to maintain an altered personality can be very draining. This “emotional labor” involves regulating a person’s emotions and expressions to conform to expected norms and can lead to burnout. Employees may be constantly on edge, afraid of making a slip-up and revealing aspects of their true self that might be deemed unacceptable.
• Psychological stress:The fear of not fitting in and dealing with “impostor syndrome,” the thought of being caught “faking it,” can cause significant stress. This stress is not just a fleeting experience, but chronic thoughts that can affect mental health and lead to anxiety, depression, and other mental health issues.

The broader implications

Invisible repair impacts the people who perform it and has far-reaching consequences for organizations. A work culture that implicitly or explicitly demands conformity can stifle innovation and punish norm violators. When employees feel pressured to conform, they are less likely to contribute their unique perspectives and ideas.

This standardization of thinking can hinder creativity and problem-solving, ultimately impacting company performance and growth. In addition, a culture that values ​​conformity over authenticity can lead to lower job satisfaction and higher turnover rates.

Employees who feel they cannot be themselves at work are more likely to disengage and seek other employment, resulting in a loss of talent and higher recruitment costs.

Diversity in the workplace promotes innovation

Source: Adobe Stock/Seventyfour

Promoting authenticity in the workplace

To counteract the negative impact of invisible corrections, organizations need to create an environment that values ​​authenticity and embraces uniqueness. Here are some strategies to consider:

• Promote inclusive leadership:Leaders play a critical role in setting the company culture. Inclusive leaders who value and model authenticity can create a ripple effect and encourage employees to bring their full efforts to work.
• Promote an open dialogue:Creating spaces for open and honest conversations can help employees feel seen and heard. This can also foster a deeper understanding of the organization’s diverse experiences and challenges.
• Review and update policies:Taking the time to review policies that implicitly or explicitly exclude people takes time and effort, but updating policies that accommodate flexible dress codes and interpersonal skills training can reinforce the message that authenticity is valued.
• Recognize and reward authenticity:Recognizing and rewarding employees who contribute unique perspectives and ideas can underscore the value of authenticity and encourage others to follow their example.

Handling loose threads of invisible repair

Ultimately, the concept of invisible work—a loose thread in the fabric of our personal and professional lives—serves as a reminder of our shared humanity. It invites us to explore, reflect, and make conscious choices about how we navigate or help others navigate identities, appearances, and behaviors, especially as we enter new territory.

While invisible patching has been a necessary survival tactic in certain spaces in the past, it comes at a cost. Today, when we enter new spaces or invite others into new spaces, we can choose to ignore the loose thread and enter the space as we are, or we can carefully patch the thread to fit in, or we can break free and cut the thread to start anew.

As leaders in organizations, we are well-advised to untangle the invisible threads and create a company culture where everyone can thrive authentically. Through these choices, we continue to weave the fabric of our life journey, ensuring that each thread, visible or not, makes a meaningful contribution to the whole.