Is 'Task Masking' The New Face of Fake Productivity?

In most businesses, visibility plays a big part in how employees feel their contribution is recognised. In-person meetings, quicker responses, and availability can support collaboration and build company culture.

A challenge appears when employees interpret this as pressure to be present rather than productive. Some feel they need to stay logged in, keep activity levels high, and respond instantly to show commitment. As this “always on” culture grows, a new pattern is emerging: task masking. It is where people fill their day with visible activity that feels safe, instead of work that moves the business forward.

This trend, now growing in popularity among younger workers, involves doing low-value tasks that look productive but achieve little. It’s the latest signal that something deeper is wrong with how productivity is measured and rewarded.

What is task masking?

Task masking happens when people fill their day with visible, low-impact work. It’s not necessarily laziness, it’s a response to modern workplaces that inadvertently push employees into survival mode, where being seen matters more than getting results. Typical examples of task masking include:

• Sitting in unnecessary meetings to appear engaged

• Spending hours clearing inboxes instead of tackling core work

• Constantly switching tabs or opening new projects without progress

• Typing or walking around with a laptop to look busy

Social media has turned it into a cultural talking point. Hashtags like #FakeProductivity and #WorkSmartNotHard trend on TikTok, where creators share “how to look busy” tips that rack up millions of views. But behind the humour lies a real workplace issue; a growing disconnect between effort, visibility, and meaningful output.

Why are people doing it?

According to recent workplace studies, task masking is driven by:

• Return-to-office anxiety: For many Gen Z employees, this is their first time in a physical office. They fear being judged as unproductive if they’re not constantly seen doing something.

• Burnout and stress: People turn to lighter, low-stakes tasks when they’re mentally drained but still feel pressure to perform.

• Poor goal clarity: When priorities aren’t clear, employees fill time with whatever looks important.

• Cultural pressure: Workplaces that reward visibility over results naturally push employees to “perform” busyness.

What is the real cost of task masking?

A 2025 WorkHuman survey reported that 48% of managers believe task masking is common in their team. Though, most employees disagree, with 67% denying it happens, even though many admit it makes little difference to overall results. That gap creates misunderstanding, reduces trust, and affects morale. 

When visibility becomes the metric, outcomes suffer. People stop focusing on what they deliver and start worrying about how it looks. Task masking creates hidden productivity loss that’s hard to measure:

• Time wasted on low-value work that could be automated or delegated

• Team tension when some appear busy but contribute less

• Reduced innovation as deep work and focus time vanish

• Erosion of trust between managers and employees

Task masking isn’t just an office problem

Don't be fooled, task masking isn’t confined to the 9-to-5 office world. It’s just as common in environments where work is physical, fast-paced, and highly visible. From factory floors and construction sites to care homes and hospitals, the same behaviours appear; employees staying busy to look productive rather than focusing on tasks that truly move the needle. It often stems from unclear priorities, limited digital oversight, or cultures that reward visibility over value.

Here’s what task masking can look like in different industries:

What task masking looks like in manufacturing

In manufacturing, productivity is often judged by presence on the shop floor rather than measurable output.
Task masking can creep in when staff appear active but aren’t driving results. Common examples in Manufacturing include:

• Spending long periods “checking” machinery that isn’t in use

• Attending back-to-back production meetings without action

• Completing paperwork that duplicates digital records

• Staying late to look dedicated, even when production targets are met

• Logging hours that don’t reflect actual activity due to manual time tracking

These behaviours often stem from unclear shift objectives or outdated tracking systems. A digital workforce management platform can expose where time is spent, highlight downtime, and help managers distinguish genuine operational issues from surface productivity.

What task masking looks like in construction

Construction teams often work across multiple sites, where visibility and supervision are inconsistent. Task masking here takes the form of visible busyness; doing tasks that look active but add little to the project’s progress. Examples include:

• Re-checking completed work to appear occupied while waiting for materials

• Excessive on-site meetings instead of problem-solving

• Logging extended hours or travel time without accurate verification

• Over-reporting progress in spreadsheets to meet reporting expectations

• Spending time searching for tools or documents due to poor coordination

Without digital oversight, these habits go unnoticed. HR Duo’s mobile time tracking, site check-ins, and project analytics can reveal patterns in staffing allocation, making it easier to address inefficiencies without micromanaging.

What task masking looks like in healthcare

In healthcare, task masking often arises from pressure to appear constantly available, particularly in care homes or private facilities where staffing visibility matters. It can be a coping mechanism for burnout or chronic understaffing. Examples include:

• Filling out duplicate notes or non-urgent reports to avoid emotionally demanding care tasks

• Attending every handover or meeting to appear engaged, even when not essential

• Spending extended time on digital systems instead of direct patient care

• “Hovering” between wards or rooms to look busy during downtime

• Over-documenting minor activities to justify time

When staff feel they must prove busyness rather than impact, real care quality suffers. Using digital rotas, attendance logs, and workload analytics, managers can balance patient needs with fair workloads, reducing pressure to perform rather than deliver.

How workplaces can tackle it

Task masking can’t be fixed by surveillance or stricter oversight, that only makes people hide it better. The solution lies in clarity, trust, and better measurement. Here’s how HR and operations leaders can address it:

1. Set measurable goals, not vague expectations
   Replace “stay on top of things” with clear, outcome-based objectives. Use project tracking and performance dashboards to focus on impact, not activity.

2. Build a culture of trust and autonomy
   Employees who feel trusted are more likely to prioritise meaningful work. Give teams flexibility to decide how they reach their goals.

3. Recognise output, not optics
   Reward results and problem-solving, not long hours or constant online presence. Link recognition programs to measurable contributions.

4. Simplify workloads
   Review repetitive or low-value tasks that take up time but add little value. Automate processes where possible, especially admin-heavy HR work.

5. Use data to spot patterns early
   HR software like HR Duo can identify when someone’s activity level is high but output is flat, a classic task-masking signal. Monitoring time tracking, workload trends, and engagement data helps managers intervene constructively.

6. Encourage open conversations
   Normalise talking about productivity dips, burnout, or workload imbalances. Task masking often disappears when people can safely say, “I’m struggling to prioritise.”

Why this trend matters

Task masking isn’t laziness, it’s a symptom of workplaces that reward presence over performance. The real fix is cultural and structural: clear goals, trust, fair measurement, and better tools.

HR platforms can play a central role in that shift, replacing manual oversight with data-driven insights that highlight where time is being spent and where value is actually created. When people are measured by outcomes, not appearances, fake productivity fades and real progress begins.