Gen Z Workers Task Mask to Appear Busy Amid In-Person Work Demands

Gen Z workers are increasingly adopting a practice known as "task masking" to appear busy in the office, a trend that experts warn could lead to further stress and burnout. This phenomenon has emerged as more employers demand in-person presence, believing that increased visibility equates to higher productivity. However, this belief may be misguided, as task masking often results in employees focusing more on appearing productive rather than actually being productive.

Task masking involves young workers going to great lengths to look busy, such as scheduling unnecessary meetings or spreading simple tasks throughout the day. This behavior is driven by the perception that time spent in the office is not equal to the outcome and impact of their work. Managers have reported witnessing this trend firsthand, with some employees even using software to simulate mouse movements, giving the appearance of constant activity.

Experts attribute task masking to micromanagement, unclear expectations, and a lack of communication. Jenni Field, founder and CEO of Redefining Communications, notes that disengagement and inefficiency can occur regardless of the work environment. She emphasizes that the issue lies in how employees are managed rather than where they work. Field suggests that if in-person work is required, there should be a clear purpose beyond just being seen, and employees and leaders should collaborate to redefine what in-person work should entail.

Victoria McLean, CEO and founder of the career consultancy City CV, views task masking as a wake-up call for managers. She argues that if employees feel the need to task mask, it indicates a trust or engagement issue. McLean advises that instead of focusing on the appearance of work, employees should set goals and advocate for a better work environment that supports actual productivity.

Ask Aime: How can employers avoid micromanaging and foster a productive work environment without focusing on mere presence?

While task masking may not significantly impact productivity, it can lead to further stress and burnout. Lee Broders, a life coach and business growth mentor, advises young workers to reflect on their reasons for task masking and address any underlying issues with their managers. He suggests that open communication about workload and flexibility can help alleviate the need for performative tasks.

McLean echoes this sentiment, stating that workers who task mask are shortchanging themselves. She emphasizes that a career is built on results, relationships, and reputation, not desk hours. McLean advises employees to have open conversations with their employers about the value of in-person work and consider whether the work environment supports their growth.