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Michael Saltzstein Explains How Invisible Labor Sustains Team Cohesion in the Workplace

 


 

The Emotional Work That Often Goes Unnoticed in Teams with Michael Saltzstein


Behind every high-functioning team is a layer of invisible labor, subtle, emotional work that doesn’t appear on performance reviews but is essential to cohesion and morale. Michael Saltzstein brings this often-overlooked topic to the forefront, pointing out how this hidden labor supports productivity, reduces friction and fosters belonging. While formal roles focus on tasks and outputs, emotional labor sustains the human fabric of collaboration. 

 

This labor includes managing tensions, mediating conflicts, remembering birthdays, checking in on mental health, mentoring quietly or stepping in to calm stress during high-stakes moments. It is often performed instinctively and without recognition, particularly by women and people from marginalized backgrounds. Yet its impact is undeniable. 

 

The Cost of Being the Emotional Glue 

Invisible labor takes time and energy. Employees who naturally step into these roles often do so in addition to their core responsibilities, resulting in burnout or diminished career advancement. While they keep teams functional, their contributions are rarely quantified or rewarded. 

 

This labor may not be in the job description, but its absence is glaring. When emotional caretakers are absent, team morale suffers. Without acknowledgment, these contributors may feel undervalued, leading to disengagement or exit. Organizations that fail to recognize this risk are losing their cultural anchors. 

 

Why Recognition Matters 

Workplaces tend to measure success through deliverables, metrics and deadlines. But these data points don’t reflect the atmosphere that enables performance. Recognition of emotional labor starts with awareness, understanding who consistently steps up to de-escalate tension or uplift a struggling colleague. 

 

Leadership plays a crucial role in noticing and validating these efforts. A simple "thank you" in a team meeting or a note in a performance review can help these contributions feel seen. Acknowledging invisible labor builds loyalty and psychological safety. 

 

Emotional Labor Is Strategic, Not Soft 

Contrary to being a "soft skill," emotional labor is a strategic asset. It enhances collaboration, reduces attrition and supports well-being. People who manage team dynamics effectively prevent small problems from becoming large disruptions. They sense conflict before it erupts, adjust tone in tense meetings and foster inclusion in subtle but powerful ways. 

 

Leaders should view emotional intelligence as a core competency. Those who support team well-being improve retention and help teams recover faster from setbacks. Strategic attention to emotional labor transforms it from invisible to invaluable. 

 

Shifting Culture to Support Emotional Contributors 

To support this hidden work, companies must redesign how they evaluate contributions. Feedback systems should include peer recognition for emotional support, conflict mediation and inclusion-building efforts. Teams should share the responsibility for well-being rather than relying on a few individuals to do the emotional heavy lifting. 

 

Education and awareness also matter. Making space in team discussions to talk about emotional dynamics can normalize and redistribute the work. Building a culture where everyone shares responsibility for cohesion prevents burnout and promotes fairness. 

 

Michael Saltzstein urges organizations to embrace a broader definition of contribution, one that includes emotional labor as integral to success. When workplaces acknowledge the human effort behind team unity, they unlock stronger collaboration, deeper trust and a culture where everyone thrives. Recognizing invisible labor doesn’t just uplift individuals, it strengthens the whole. 

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