Opinion
The hidden cost of being too good at your job
Shadé Zahrai
Careers contributorLiving in a society that glorifies over-achievement and relentless productivity, it’s tempting to push yourself to operate at 100 per cent capacity all the time. Naturally, you believe this will be rewarded. Yet, ironically, being “too good” at your job might actually hold you back.
Here’s the typical scenario: You excel in your role, becoming the reliable go-to person everyone depends on to get things done quickly and efficiently. But, instead of being rewarded, you find your workload piling up. You’re handed more responsibilities and higher expectations because “you handled the previous tasks so easily”.
If you’re a gun in the office, people might start chasing you up for all sorts of extra work.Credit: Fairfax Media
While your outstanding performance does establish you as a dependable team member, it can also lead you to be exploited. Your proven competence might inadvertently signal to management that you’re capable of handling even more, resulting in additional tasks without the corresponding increase in recognition or compensation.
This is often masked as “a great opportunity for growth” or “a chance to prove your potential” – phrases organisations use to justify more work without proper rewards. It’s a clear symptom of a broken organisational culture.
Being seen as “too competent” can come with its own set of pressures. You might have a fear of letting others down. You shoulder the burden of your promise, which can be even more pronounced if you’re in a minority group.
You might find yourself constantly operating at full capacity to prove your worth and avoid disappointing anyone. This leaves no room for discretionary effort. No room to step up when the opportunity arises, and no room to take on the important strategic projects that could lead to promotions. This relentless pressure can lead to anxiety and exhaustion.
Sometimes, less really is more when it comes to sustainable success and wellbeing.
So, what’s the solution? Before you think about quitting, consider adopting what I call the “85 per cent rule”.
The premise of the “85 per cent rule” is to work consistently at 85 per cent capacity – no more, no less. It’s enough to maintain high productivity and quality, without overextending yourself.
It ensures you have the bandwidth to handle unexpected demands and engage in creative and strategic thinking. Plus, it preserves your energy, allowing you to dial up your effort in moments that are critical for your visibility and career advancement.
An added bonus – and an important one – is the reduction in stress. This can improve overall workplace wellbeing and help maintain a better work-life balance. By not always maxing yourself out, you create room for personal growth and recovery, which are essential for long-term success and health.
How to optimise your performance at 85 per cent
While it’s not a precise science and everyone’s 85 per cent will look different, here are three strategies our clients have found beneficial.
1. Maintain an achievement portfolio. Compile a concise record of your contributions and their impact on the company. Use an Excel spreadsheet to log tasks, your involvement, and results like cost savings or revenue generated.
Include measurable achievements and screenshots of positive feedback from stakeholders or management. This portfolio acts like your personal career highlights reel, underlining your value to the company and strengthening your case for career advancement.
Share it with management well ahead of performance conversations to ensure your contributions are recognised.
2. Get better at prioritising. Focus on key tasks that have a significant impact on your success. Spend most of your energy on these tasks and consider delegating less critical ones. Mastering prioritisation can help preserve your energy and prevent feeling overwhelmed.
3. Learn to say “no”. Manage your capacity by tactfully declining tasks that don’t align with your main responsibilities or where you’re at your capacity limit.
You could say, “Thank you for considering me. I’m currently focused on X, Y, and Z. Perhaps this could be a great opportunity for [a less busy colleague] to develop their skills?” Or “I think Sally is better suited for this task given her expertise in _____.” This protects your time and encourages a collaborative team environment.
Embrace the wisdom of the well-known saying: “It’s not about working harder, but smarter.” Sometimes, less really is more when it comes to sustainable success and wellbeing.
Shadé Zahrai is a behavioural strategist, and award-winning peak performance educator to Fortune 500s. Co-founder of Influenceo Global, she advises global brands on matters spanning leadership, culture and performance. Follow her on LinkedIn here.
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