Understanding Task Masking: Gen Z’s New Workplace Survival Tactic
Across offices worldwide, a new phenomenon is quietly reshaping the way work is performed and perceived. Young employees stride purposefully through hallways, laptops in hand, faces set in determined concentration. Desks are cluttered with printouts, keyboards clatter with apparent urgency, and meetings fill calendars. Yet, beneath this flurry of activity, a surprising truth emerges: much of it is for show. This is task masking—the art of looking busy while accomplishing little of substance. The trend, especially prevalent among Generation Z, is sparking debate among managers, HR professionals, and workplace experts about what it reveals about the modern world of work.
What Is Task Masking?
Task masking refers to the deliberate performance of busyness—engaging in visible but low-impact activities to create the impression of productivity. Unlike classic procrastination, which involves avoiding work altogether, task masking is about appearing to work hard, even when meaningful progress is lacking. Common tactics include:
- Walking briskly around the office with a laptop or stack of papers
- Typing loudly or furiously, even on empty documents
- Scheduling or attending unnecessary meetings
- Rapidly switching between browser tabs when someone walks by
- Using mouse-jiggling software to simulate online activity
On social media platforms like TikTok and Instagram, influencers share tips and tricks for perfecting the illusion. The hashtag #TaskMasking has become a repository for advice on how to look busy, from making “serious” facial expressions to flipping through notebooks with exaggerated focus.
Not Just Slacking: The Deeper Roots of Task Masking
While task masking may resemble traditional slacking, experts caution against dismissing it as simple laziness. Instead, its roots lie in a complex web of workplace anxieties, shifting generational values, and evolving corporate expectations.
Why Is Task Masking on the Rise Among Gen Z?
Several factors have converged to make task masking especially prevalent among Gen Z workers—those born roughly between 1997 and 2012. Understanding these drivers is key to addressing the trend and its broader implications.
Return-to-Office Mandates and the Visibility Trap
The post-pandemic era has seen a wave of return-to-office (RTO) mandates from major employers. Companies like Amazon, Meta, and Google have called staff back to physical offices, often citing the need for collaboration and productivity. However, for many Gen Z employees—who entered the workforce during the pandemic and are accustomed to remote or hybrid work—these mandates have created a disconnect.
As Amanda Augustine, career coach at Career.io, explains, “Companies that demand their employees return to the office are sending a message that presence equals productivity.” This emphasis on “face time” over outcomes has led many young workers to focus on being seen rather than delivering results. The result: a rise in performative productivity, or task masking.
Job Insecurity and Economic Anxiety
Gen Z is entering the workforce at a time of economic uncertainty, frequent layoffs, and rapid technological change. According to data from Edelman’s Gen Z Lab, 37% of Gen Z employees worry about losing their jobs—the highest of any age group. Over 60% lack confidence in securing a strong role in the current climate.
This anxiety is compounded by the rise of artificial intelligence, which threatens many entry-level roles. As a result, Gen Z workers are acutely aware that simply being present may not guarantee job security. Task masking becomes a coping mechanism—a way to signal value and avoid scrutiny in an environment where the rules of success feel uncertain.
Burnout, Micromanagement, and Lack of Purpose
Experts point to burnout and unclear expectations as additional drivers. Many Gen Z workers report feeling overwhelmed by constant monitoring and micromanagement, especially in office environments that prioritize visibility over impact. When goals are ambiguous or workloads are poorly allocated, employees may fill their time with low-stakes tasks to avoid criticism or simply to pass the hours.
Victoria McLean, CEO of City CV, notes, “If employees feel the need to task mask, the question isn’t ‘Why aren’t they working harder?’ It’s ‘Why don’t they feel their real work is valued?’”
Social Media and the Performance of Work
Social media has amplified the trend, with influencers like Gabrielle Judge (“the anti-work girlboss”) sharing task masking strategies with hundreds of thousands of followers. For some, the performance of productivity is as important as actual output—both in the office and online. This blurring of personal brand and professional image adds another layer to the phenomenon.
How to Spot Task Masking in Action
Managers and colleagues may wonder how to distinguish genuine productivity from task masking. Workplace consultant Jody Findley offers several telltale signs:
- Employees who frequently schedule unnecessary meetings or over-communicate via email
- Spending excessive time on minor details without making real progress
- Constantly jumping between tasks without completing them
- Appearing busy but delivering little meaningful work
Brandon Dawson, CEO of Cardone Ventures, adds that employees who dread check-ins or struggle to name recent accomplishments may be caught in a cycle of performative busyness.
Is Task Masking a New Trend or an Old Habit?
While the term “task masking” is new, the behavior itself is not. As Rob Robson, people science director at The People Experience Hub, observes, “People have always tried to look busy, back to when it meant walking around with a clipboard and pen.” What’s different now is the scale and visibility of the trend, fueled by social media and the unique pressures facing Gen Z.
Surveys suggest that task masking is widespread across generations. A 2024 Workhuman study found that 36% of employees admitted to faking productivity, with nearly 70% reporting no negative impact on their output. Even C-suite leaders and managers are not immune, with 38% and 37% respectively confessing to “fauxductivity.”
The Hidden Costs of Task Masking
While task masking may offer short-term relief from workplace pressures, it carries significant risks for both employees and organizations.
For Employees: Career Stagnation and Burnout
Consistently prioritizing appearance over results can damage credibility, erode trust, and lead to missed promotions or stretch assignments. Over time, the stress of maintaining the illusion of productivity can result in emotional burnout, disengagement, and even depressive symptoms.
As Mason Farmani, a corporate coach, explains, “People may feel busy all day but still end up wondering what they actually accomplished. That’s usually a red flag.”
For Organizations: Lost Productivity and Morale
When task masking becomes widespread, it can mask deeper problems within team dynamics or management practices. High performers may become frustrated when low output is tolerated, harming morale and engagement. Ultimately, organizations risk losing talented employees who feel their real contributions are undervalued.
What Can Employers and Managers Do?
Addressing task masking requires more than stricter oversight or surveillance. Experts agree that the solution lies in rethinking workplace culture, expectations, and management practices.
Focus on Outcomes, Not Activity
Managers should shift the emphasis from visible busyness to measurable results. This means setting clear, outcome-based goals and providing regular feedback on progress. As Sara Yahia, HR expert and author, puts it, “HR should shift the focus from activity to impact, redefining what success looks like, making sure goals are clear and giving employees the freedom to manage their workload in a way that works for them.”
Foster Trust and Open Communication
Creating a culture of trust and transparency is essential. Regular check-ins should be collaborative, not confrontational, with managers seeking to understand obstacles and offer support. Caitlin Duffy of Gartner emphasizes the importance of ongoing dialogue: “Establishing working norms requires an ongoing conversation between management, leadership and employees.”
Address Burnout and Provide Autonomy
Recognizing the signs of burnout and offering flexibility can help employees feel more in control of their work. Allowing for autonomy in how tasks are completed, rather than micromanaging every detail, can reduce the temptation to task mask.
Recognize and Reward Real Contributions
Intentional recognition of employee achievements—beyond just hours logged or meetings attended—can reinforce the value of genuine productivity. As Duffy notes, “One thing managers can do is recognize employees’ contributions and capabilities more intentionally, especially now with this push for productivity.”
How Employees Can Break the Cycle
For those caught in the task masking trap, experts recommend several strategies:
- Track your time: Identify which tasks drive real outcomes and which are merely for show.
- Set clear, outcome-based goals: Focus on completing high-impact work rather than filling hours.
- Seek feedback: Have open conversations with managers about expectations and how your work is measured.
- Prioritize professional development: If you feel unprepared or lack certain skills, ask for training or mentorship.
- Advocate for a better environment: If the culture values appearance over substance, consider whether it’s the right fit for your growth.
Is Task Masking Here to Stay?
Task masking may be a symptom of deeper workplace challenges—ranging from outdated management practices to generational shifts in values and expectations. While the trend is especially visible among Gen Z, it reflects broader questions about how work is defined, measured, and rewarded in the modern era.
As Oliver Sidwell, an early career expert, observes, “If companies genuinely want to harness Gen Z talent, the answer isn’t to crack down on task masking, it’s to create working environments where task masking isn’t necessary. That means offering clear career progression, salary transparency, and hybrid working options.”
In Summary
- Task masking is the practice of appearing busy at work while accomplishing little, and is especially prevalent among Gen Z employees.
- The trend is driven by return-to-office mandates, job insecurity, burnout, and a disconnect between visibility and real value.
- Social media has amplified task masking, turning it into a viral phenomenon and a coping mechanism for workplace anxiety.
- Task masking carries risks for both employees (career stagnation, burnout) and organizations (lost productivity, low morale).
- Solutions include focusing on outcomes over activity, fostering trust, providing autonomy, and recognizing real contributions.
- Both managers and employees have roles to play in breaking the cycle and building workplaces where genuine productivity is valued over mere appearance.
