Tag: productivity

Do you have employees who work through lunch, stay late, and still can’t seem to finish their tasks? They may be “clock botching.”

While these behaviors aren’t new, the terms that describe them have gained attention in recent years. As I researched these patterns, I was surprised by just how many ways employees can appear busy while avoiding meaningful productivity.

For business owners and managers, recognizing these behaviors is critical. They don’t just reduce productivity—they often point to deeper problems in the workplace. Low morale, burnout, poor time management, or unclear expectations can all contribute. Identifying and addressing these behaviors is the first step toward creating a healthier, more effective work environment.

Clock Botching

Clock botching happens when an employee is on the clock but not truly engaged in their work. They may look dedicated—staying late or attending every meeting—but their output tells a different story.

Signs of clock botching include:

• Working long hours with little to show for it
• Stretching simple tasks over an entire day
• Lack of engagement during meetings

This behavior is often unintentional. Employees may struggle with time management, feel burned out, or lack a sense of purpose in their work. As a manager, your role is to recognize the pattern and help them re-engage.

That may mean:

• Having honest conversations about what’s behind the decline in productivity
• Offering paid time off if burnout is an issue
• Providing training or tools to improve time management
• Setting aside time to prioritize and break down tasks together

Small changes—like using time management apps or weekly check-ins—can help employees regain focus and deliver stronger results.

Quiet Quitting

Unlike clock botching, quiet quitting is intentional. Employees complete only what is required of them—no more, no less. They may disengage from office activities, social events, or collaborative opportunities.

Common causes include:

• Burnout
• Dissatisfaction with pay or lack of career growth
• Poor management or unclear expectations
• Desire for better work-life balance

If you notice quiet quitting, start with self-reflection. Ask yourself:

• Am I offering clear opportunities for growth?
• Are employees fairly compensated?
• Do I respect their personal time and boundaries?

If improvements are needed, acknowledge this and commit to change. If, however, your workplace provides fair pay, opportunities, and balance, and the employee still disengages, it may be time for them to move on.

Task Masking

Task masking is when employees look busy but produce little value. This can include shuffling papers, carrying laptops around, sitting silently in video meetings, or endlessly scrolling through emails.

Often, task masking thrives in organizations that reward “looking busy” rather than achieving outcomes. Pressure to appear productive—sometimes intensified by fears of being replaced by AI or being forced back into the office—can push employees toward this behavior.

To combat task masking, leaders should:

• Set clear, meaningful goals tied to the company’s mission
• Reward results, not just hours worked
• Support flexible or hybrid schedules where possible
• Build trust and enthusiasm through purposeful work

When employees know their contributions matter, they’re more likely to stay engaged and productive.

Ghostworking

Ghostworking takes task masking a step further. Employees not only appear busy but actively fake productivity—sometimes while job hunting, updating resumes, or browsing online.

Examples include:

• Keeping a report open on-screen while doing personal tasks
• Scheduling fake meetings to avoid accountability
• Pretending to make calls while engaging in personal conversations

Research suggests 58% of U.S. workers admit to ghostworking regularly.

Ghostworking often arises when employees feel undervalued, insecure about job stability, or unhappy but unwilling to quit until they find another role.

Leaders can reduce ghostworking by:

• Recognizing and rewarding real accomplishments
• Building stronger engagement and connection with employees
• Reducing workplace distractions
• Ensuring fair compensation

When employees feel valued and connected, they’re less likely to disengage or fake their efforts.

Final Thoughts

Behaviors like clock botching, quiet quitting, task masking, and ghostworking may look like productivity issues on the surface—but often they point to deeper challenges in the workplace. Low morale, lack of recognition, poor management practices, and burnout are frequently at the root.

As a business owner or manager, your role isn’t just to spot these behaviors, but to ask why they are happening and address the cause. Clear goals, fair compensation, meaningful recognition, and a supportive environment go a long way in preventing these productivity killers. When you create a workplace where employees feel valued, motivated, and connected to your mission, true productivity—not just the appearance of it—will follow