Many of us have experienced the permanently busy boss. The kind that you glimpse rushing between meeting rooms, carrying an open laptop and looking flustered, or shouting down the phone in the corner of the office. Although they look hard at work, it can be hard to tell if they’re actually being productive — or just putting on a show.
Performative busy work — where workers give the appearance of productivity rather than delivering actual results — is on the rise. According to research by software company Visier, 43% of employees spend more than 10 hours a week on tasks that just appear productive. A separate 2023 survey of more than 18,000 desk workers across the globe found nearly a third of the average UK worker’s day is lost to performative work.
Perhaps unsurprisingly, research suggests workers who are in-office are more likely than remote employees to engage in performative work because they’re being observed by their employers. However, remote workers may also feel the pressure to engage in more conspicuous busy work because they’re not as physically visible to their managers.
“Performative work refers to actions that are meant to give the appearance of productivity, rather than delivering real results,” says Dominika Kowalska, career expert for Zety. “This could involve sending emails late at night, attending non-essential meetings, or engaging in superficial tasks that create the illusion of being busy without contributing meaningfully to a company’s goals.”
Read more: How FOMO affects mental health at work
Other examples include exaggerating when giving a status update, doing extra, unnecessary research for a project, and responding to non-time-sensitive messages as promptly as possible.
Given that many of us struggle with heavy workloads, the idea of performative work seems counterintuitive. However, this kind of busy work happens when employees feel productivity is measured by visibility. In these environments, the pressure to look busy at all times increases — even if it means sacrificing completing your actual work.
“The rise in performative work can be tied to several factors — increased workplace surveillance, the desire to maintain job security in uncertain economic times, and the blending of work and home life in remote work environments,” explains Kowalska.
“The return to office policies have especially exacerbated the use of performative tactics. As some employees return to the office while others remain remote, many feel a growing sense of competition and need to showcase their productivity.”
The pressure to look busy often stems from the fear of being perceived as replaceable, especially in competitive industries or during times of economic instability. Artificial productivity can be a side effect of the fear of layoffs — and lead people to choose tasks that are more visible to bosses, instead of ones that make an actual impact on the business.
Read more: Can you really trust HR to solve a problem at work?
The rising adoption of employee surveillance tools only adds to this pressure. A recent Forbes Advisor survey found 43% of workers report having their online activity monitored in 2024 — and nearly a fifth said it led to increased stress and anxiety.
Answering emails more quickly than necessary may not seem like a big problem. But the pressure to be busy and productive can gradually build up, leading to stress, burnout and a significant reduction in actual productivity.
“The focus shifts from completing important tasks to maintaining the appearance of productivity, which often results in employees working longer hours, but accomplishing less,” says Kowalska.
“Over time, this can create a cycle of inefficiency, heightened anxiety, and a lack of fulfilment in one’s work. Performative work also reinforces a flawed system and work culture, making it harder for employees to openly express their needs for improving efficiency, well-being, and productivity.”
Employers can play a pivotal role in reducing performative work by rethinking how they measure performance. Instead of focusing on hours spent at a desk, employers should look at the quality of work and the wider impact it will have on the business.
Read more: Should you ever take career advice from TikTok influencers?
“By shifting the focus from simply tracking metrics and hours to emphasising actual results and impact, they can encourage employees to concentrate on meaningful work and productivity rather than just putting in time,” says Kowalska.
“Open dialogues with employees about their individual needs can help them stay productive, meet their professional goals, and maintain wellbeing,” she adds.
“Clear communication around work hours, encouraging regular breaks, and supporting employees in taking paid time off can alleviate the pressure to perform for appearances and promote a healthier work environment. These measures will help employers build a culture where employees feel engaged, supported, and motivated.”
Download the Yahoo Finance app, available for Apple and Android.
