May 24th IS Journal

“Extremely Internship Journal, May 25th Managing
capable and the
committed Street Address Invisibles
professionals City, ST ZIP Code
who could easily “When we see a grand building, if
succeed in high- we think of its structure at all we
profile careers think of the architect. But without
but instead engineers, those towers wouldn’t
gravitate to work stand” (Zweig).
that is outside
the spotlight”

- Zweig

Stemming from my last
journal, I’ve decided I like
technical writing,
information architecture,
and editing. But how does
that translate into a
professional identity and
the workplace? Much of
the work I’m interested in
is behind the scenes, and
often work that hardly
anyone thinks about,
much like the engineer
who makes the buildings
to stand but their work is
largely goes unnoticed.

3 Character traits of “Most [invisibles] aren’t need to have public recognition to
invisibles motivated by fame; they are make that pride a realization.
motivated by excellence.”
Zweig starts of his article by defining — Zweig Managing Invisibles
three character traits invisibles
usually share. The first is little hard to feel a part of the team. At Zweig ruminates on the idea our
ambivalence towards recognition. He the same time, I know I’m doing my work culture is too focused on the
writes, “It may only be when part to make the navigation for ES’s noise, and the evaluation of “workers
something goes wrong that they’re readership as structured as possible. relies to a large degree on visible
noticed at all.” In any kind of editing, Others do the writing, the PR, the metrics”. He goes on to say that in
this couldn’t be more true. If there is interviewing, the HTML. We’re all the world of social media, employers
an error, people will point out the working together. will evaluate candidates based on
copyeditor didn’t catch it. If visitors their online presence, or tell their
are having trouble finding the The second characteristic is employees to build up their social
“About” section of the website, the meticulousness. I’ve already used this media profile. I have little to no
web developer needs do a better job. word in my journals for this internship. social media presence. I’m not
I have only recently realized this is It’s the fine, nitty-gritty work I’m adverse to it and frequent Facebook
the kind of work I would enjoy doing and like Zweig mentions, the line regularly, but in no way do I want
doing, but I never considered being of work I’m doing is only noticed if my name to become my personal
ambivalent about recognition. something is wrong. It’s my job to brand. With this seminar class, I can
Indeed, inside your field, you can be make sure there is no visible stitching, see the importance of having an
recognized, maintains Zweig. I’ve just seamless material. online writing portfolio, but that is
worked with my supervisor at Ethnic strictly in the sense of writing to
Seattle and have been told I am The third characteristic is a sense of show employers I am competent in
doing well. While there is internal responsibility. From many of the my trade. Zweig concludes that while
recognition for my work, recognition people who are invisibles that Zweig urging them into the spotlight is
from outside the organization is interviewed, they view their work as what they are resistant to,
likely not going to happen, and I an honor, something they are invested recognizing their value to the overall
have no problem with that. in. For me, my work is something of team will bolster their confidence,
which I want to be proud. I don’t and their quality of work.
Zweig goes on to say that invisibles
reflexively see themselves as part of
a team. Being a remote intern, it’s a

Zweig advises companies “Extrinsic rewards such as
to alter their corporate money and praise are of
culture if they want more limited effectiveness and can
workers with an invisible’s even be counterproductive.
work ethic. He admits that If you want to retain
people who want to Invisible stars and to
promote their work to the embolden others to emulate
people, and claim them, intrinsic rewards are
ownership of that work, critical.” — Zweig
are necessary to a
company, which I agree To produce quality content, the worker
with. And wanting public must be invested in some way. While the
recognition for your work work I’m doing for ES is not the most
and striving for excellence important, I enjoy doing it because I
are not mutually believe so strongly in their mission
exclusive. But qualities statement and like playing a small part in
such as pride in one’s it.
work, feeling the need to
be on team, and attention I may not always have the luxury of
to detail can be cultivated enjoying everything about my job, but if I
if these qualities are have the three characteristics mentioned
encouraged over putting a above satisfied, my work will reflect.
name to the work.

He also suggests making
time for employees to
report on their
accomplishments on a
regular basis. When there
is equal sharing of the pie,
everyone feels motivated
to do their work as a
team.