I was listening to the podcast on Deep Work by Cal Newport the other day when I got to know the concept of metric black hole in knowledge work.
The metric black hole is that there’s no established metric in knowledge work that measures adverse impacts of shallow work such as regularly checking emails and social media feeds and that weighs the benefits of deep work such as a constant focus on building something long-lasting. As a result, companies generally, tend to opt for and emphasize on the more convenient option, which is the shallow work.
This is completely contradictory to why organizations recruit knowledge workers in the first place. We recruit knowledge workers for the cognitive capital they bring in and by creating an environment where answering emails and attending back-to-back meetings is given more priority over deep work, we are not capitalizing on the rare and valuable skills of knowledge workers.
This could be a reason why millennials get bored and frustrated with their work in a short span of time and it need not be due to the sense of entitlement that they have as commonly accused.
So, what can we do about it? I would say, the employees must demand more productive environments if they think the existing conditions are not enabling them to perform at their fullest cognitive capability. They must explain the concept of deep work and also, suggest possible solutions that improve the working conditions. The employer must be receptive enough to understand the ideas and suggestions from the employees and be brave enough to make the change for a better working environment.