Ever found people walking briskly around the office with a laptop under their arm just to look busy? Or maybe they’ve perfected the art of typing aggressively whenever their manager walks by? Well then, welcome to the world of task masking.
With the increasing push for employees to return to the office, many employees, especially Gen Z, are feeling the pressure to appear productive rather than actually be productive. But while task masking might seem like a harmless workplace survival tactic, it could be doing more harm than good.
What Is Task Masking?
Task masking is the act of looking busy without necessarily accomplishing meaningful work. It’s not about slacking off completely, but rather stretching out simple tasks, scheduling unnecessary meetings, or performing performative “busy work” to give the illusion of productivity.
Some common examples of task masking include:
- Taking longer than necessary on simple assignments
- Attending meetings that don’t add value
- Sending emails at odd hours to appear engaged
- Using mouse-movement software to fake activity (yes, that’s a thing!)
- Over-explaining tasks to make them seem more complex than they are
Why Are Employees Task Masking?
There’s a reason this trend is gaining momentum, and it’s not just about laziness. Employees often feel the need to task mask due to:
- Micromanagement & Presence Over Performance: Many companies equate physical presence with productivity, creating pressure for employees to constantly look like they’re working.
- Lack of Trust & Engagement: When employees feel undervalued or unheard, they may resort to performative work to “prove” their worth rather than focus on meaningful contributions.
- Burnout & Work-Life Balance: Some employees mask tasks as a way to pace themselves, especially if they feel overloaded or stretched too thin.
- Rigid Workplace Policies: In workplaces where flexibility is limited, employees might fill their time with unnecessary tasks just to make their work hours appear justified.
The Hidden Cost of Task Masking
At first glance, task masking might seem like a harmless coping mechanism. But over time, it can:
- Increase workplace stress: Constantly pretending to be busy can lead to burnout.
- Damage trust between employees and management: If leaders can’t differentiate between real productivity and fake busyness, they may make poor decisions about promotions and workloads.
- Hinder innovation and creativity: When employees spend time masking tasks rather than working on impactful projects, companies miss out on fresh ideas and meaningful progress.
Breaking the Cycle: What Can Employers & Employees Do?
Instead of encouraging performative work, companies need to focus on outcomes over optics. Here’s how both employees and leaders can break the task masking cycle:
For Employers & Managers:
- Shift from Presence to Performance: Reward employees based on results, not hours spent at a desk.
- Encourage Open Communication: Create a culture where employees feel comfortable discussing workload concerns and expectations.
- Offer Flexibility: If remote or hybrid work enhances productivity, consider embracing it rather than enforcing rigid in-office policies.
- Implement Background Screening Measures: A strong background screening process ensures that employees are hired based on skills, experience, and cultural fit, reducing the need for excessive oversight and micromanagement.
- Redefine Productivity Metrics: Move away from outdated measures like time spent in the office and focus on key deliverables and impact.
- Advocate for meaningful work: If your workload feels unchallenging or unproductive, talk to your manager about taking on more valuable projects.
- Set clear goals: Focus on achieving results rather than just filling time.
- Work smarter, not harder: Use productivity tools and prioritisation techniques to manage tasks efficiently.
- Know when to walk away: If your workplace prioritises “looking busy” over real contributions, it may be time to reconsider whether it’s the right place for you.
Task masking isn’t just an employee issue, it’s a workplace culture issue. If companies truly want to improve productivity, they must address the root causes of disengagement and rethink how they evaluate success. Real productivity comes from meaningful work, trust, and a supportive environment, not just from being seen at a desk.
