Why Gen Z are ‘taskmasking’ at work—and how to spot it in action

We all have a fair idea of what someone being busy at work looks like; a somewhat pained expression, furiously typing before striding across the office with their mobile stapled to their ear. They may look like they have a significant amount on their plate, but a workplace trend that is now on the rise may suggest that the busiest person in the workplace may not be hard at work at all. They may actually be taskmasking—perfecting the art of looking busy but accomplishing very little.

What is taskmasking?
Taskmasking is not necessarily just a new name for procrastination; coined in a recent article in Fortune, it’s effectively ‘performative productivity’—creating the illusion of being hard at work when really, we’re not really achieving much at all. However, while it’s easy to simply dismiss taskmasking as laziness or boredom, workplace experts have indicated that sudden changes to workplace expectations and environments reason why an increasing number of workers—particularly those who are within the ‘Gen Z’ age bracket—consider themselves guilty of it.

“It’s a survival mechanism, particularly in office cultures where employees feel pressure to appear occupied to avoid scrutiny or criticism,” Jody Findley, the founder of Mindseta and a workplace consultant, explains to Harper’s Bazaar. “While this behaviour has been prevalent across generations, its meaning has evolved.

“For millennials, taskmasking stemmed from a culture that prioritised work above well-being, with the aim of impressing bosses and avoiding criticism. For Gen Z, the behaviour still exists, but with different motivations and challenges behind it.”

Why does taskmasking occur?
Seemingly working hard but hardly working may be down to new back-to-office mandates which look to end hybrid working. Several large corporations, such as Amazon, Meta and Google, have reportedly ordered employees to back to offices again, while 83 per cent of UK CEOs foresee a full return to office working within three years. It's perhaps unsurprising that increasing in-person office hours has not proven popular with Gen Z workers—many of whom would have entered the workforce in the age of the pandemic, and may have never worked five days a week in an office before.

Some employees may be working personal errands while at work as a method of avoidance 

“Research shows that only 8% of Gen Z want to work in the office full-time, while 44% prefer hybrid work and 14% favour fully remote roles,” early career expert Oliver Sidwell explains. “Yet, as more companies push for full-time office returns, there’s a growing disconnect between what employers expect and how Gen Z operates best.

“Taskmasking is less about avoiding work and more about navigating a work culture that doesn’t yet fit Gen Z’s expectations. In many ways, taskmasking could be seen as a subtle form of adaptation—not laziness.

“When companies insist on rigid office structures, Gen Z may find themselves performing the appearance of work rather than engaging in meaningful productivity. It’s not that they don’t want to work; it’s that the environment doesn’t inspire their best output.”

While some younger workers may be looking busy to get micromanaging bosses off their backs, it's important to note that there are other factors also at play. One study suggests that more than 60 per cent of Gen Z have anxiety, which may see them look to avoid taking on more difficult tasks at work.

The office environment may not suit all workers

“It can be a coping mechanism,” Findley continues. “Disruptions in education due to Covid-19 left many Gen Z workers underprepared for the workplace. Taskmasking allows them to avoid revealing gaps in knowledge or skills.”

Social media may also be to blame, with younger workers perhaps more keen to put personal brand above company efforts. “Some may be prioritising online presence over their actual work. They may craft an image of being productive rather than focusing on meaningful output. Employees who are frequently distracted by non-work-related tasks, such as personal content creation, may be prioritising external activities over their job responsibilities.”

How can you tell if an employee is taskmasking?
Of course, those of us in management positions (and with targets to hit) would want to keep an eye out for team members who are wasting valuable time on meaningless personal tasks. There are ways to spot those who are potentially faking their fecundity, Findley says.

“Employees who frequently schedule unnecessary meetings or over-communicate via emails may be taskmasking, and those who are spending too much time on minor details without making real progress can indicate avoidance behaviour,” she says. “Meanwhile, constantly jumping between tasks without completing them suggests a lack of focus, while an employee who appears busy but delivers little meaningful work may be taskmasking.”

How can we put a stop to task masking?
However, it’s not just younger employees lower down the chain that are guilty of taskmasking—and if you feel too much of your time in the office is taken up by tasks you’ve been putting off, there are ways to curb an increasingly bad habit.

There are some obvious ways to stop taskmasking—reducing or even blocking access to social media accounts during working hours is an easy win, as well as prioritising ‘high value’ tasks that contribute to meaningful outcomes.

“Regular check-ins with managers or mentors can help align work with expectations,” Findley adds. “If you feel unprepared or lack the skills needed to complete tasks efficiently, speak with your employer about training opportunities. Express your interest in professional development and ask for workshops or courses that can help improve your productivity and confidence in your role.

“And if you’re struggling with a task, ask for help rather than masking inefficiencies.”

Effectively, to well and truly put an end to taskmasking, employees need to be in environment where work is not only worth doing, but worth doing well.

“If companies genuinely want to harness Gen Z talent, the answer isn’t to crack down on taskmasking, it’s to create working environments where taskmasking isn’t necessary,” Sidwell says. “That means offering clear career progression, salary transparency, and hybrid working options.

“Without that, businesses risk pushing away a generation of ambitious, talented workers who are more than willing to contribute, if only they’re given the right conditions to thrive.

Lead image: Pexels, BBC/Bad Wolf/HBO//BBC

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