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Ever started typing a reply in a Slack thread, then vanished without sending it? Or booked a meeting to look busy, even though everyone knows, “it is pointless?” Many like you are there.

In fact, a Microsoft study found that since shifting to remote work, employees spend up to 23% more time in meetings, many of which add little real value (source).

Welcome to the age of ghostworking. It’s not about what you do; it’s about how busy you appear. And while it may seem harmless, it slowly erodes team trust, creativity, and productivity.

So, What Is Ghost working?

Ghostworking means pretending to work. It includes doing low-value tasks, staying online longer, or looking busy just to avoid being questioned. It’s not the same, as quiet quitting, which is more about doing only when you expect it. Ghostworking adds a layer of illusion to the mix.

And it’s spreading.

According to Forbes, a staggering 92% of employees admit to job searching during work hours. It is not disengagement; it's a full-on ghost shift.

Why Ghostworking Happens?

Ghostworking doesn't happen in a vacuum. Instead, it thrives in environments where productivity is measured by hours, rather than by outcomes. When that happens, employees learn to play with the system. They stay logged in late, reply to messages quickly, and attend every meeting even if they add no value.

As a result, effort becomes performative. Eventually, workers burn out without ever doing fulfilling work.

Based on insights from Economic Times and Resume Now’s 2025 Ghostworking Report, most ghostworkers aren’t lazy; they’re overwhelmed, checked out, or just trying to survive outdated systems.

Let’s unpack a few drivers:

1. Burnout Wearing a Mask

The 2025 Microsoft Work Trend Index reveals that 68% of employees feel overwhelmed by the pace and volume of work, with nearly 46% experiencing burnout due to relentless demands and expectations (source).

When mental and emotional resources are exhausted, employees resort to ghostworking, remaining visible but disengaged to protect themselves from collapse. This “performance mask” hides actual productivity declines behind a facade of digital availability.

2. Lack of Psychological Safety

Ghostworking is often observed in organizations that lack psychological safety, where employees fear judgment or repercussions for setting boundaries or admitting their struggles. In such environments, ghostworking becomes a survival tactic. Instead of raising concerns or asking for help, workers disengage silently, ghosting conversations or projects to avoid conflict. This erosion in communication harms trust and stifles collaboration.

3. Misaligned KPIs and Outdated Productivity Metrics

Many businesses still cling to traditional productivity measurements based on hours logged or time spent "visible" online. The Microsoft Work Trend Index underscores this disconnect, while 53% of leaders acknowledge the urgent need to boost productivity, 80% of employees report lacking time and energy to meet growing demands (source).

This mismatch promotes "busy work" and incentivizes a performative presence, encouraging ghostworking as employees prioritize appearing active over delivering meaningful results. Switching to output-focused KPIs can help mitigate this dynamic.

4. Ambiguous Job Expectations and Shifting Priorities

When roles are unclear or priorities constantly shift, employees experience uncertainty and mixed signals. In response, they default to performative productivity, filling time with unnecessary meetings, underdeveloped messages, and fragmented multitasking to avoid being exposed as “underperformers.” Clear communication and role clarity are essential for reducing ghostworking behaviors and enhancing alignment.

5. Overload of Digital Communication and Meeting Fatigue

The rise of remote and hybrid work has deepened employees’ digital burdens. Data shows employees are interrupted 275 times per day by meetings, emails, or chats, almost once every two minutes during work hours (source).

This constant barrage drives digital fatigue and disengagement, causing workers to “ghost” conversations and meetings as a coping mechanism.

The Real Cost of Ghostworking

The cost isn't just lost productivity. It's in trust erosion. When fake work becomes the norm, teamwork begins to break down. Colleagues start to question each other's contributions, communication degrades, and collaboration turns cautious. Ghostworking slowly hollows out company culture, leaving only the performance.

Over time, what appears to be a harmless act, logging extra hours or sending quick Slack replies, becomes something more corrosive: a culture where honesty is unsafe and visibility is weaponized.

Building a Culture That Fights Ghostworking

To truly eliminate ghostworking, companies need to redefine what productivity means. It’s not about who appears busiest or who replies the fastest; it’s about real impact. That shift starts with the culture.

Here’s how leaders and organizations can foster a healthy, ghostwork-free environment:

Get Ridiculously Clear on Goals

If no one knows what “success” looks like, they’ll default to what looks like success—Slack replies, calendar invites, digital breadcrumbs of “I’m here.”

Managers must outline not just tasks but outcomes. Clarify roles. Define “done.” Make expectations visible and unambiguous. When people know what they expect, they’re far less likely to disappear.

Shift from Time-Watching to Outcome-Watching

Don’t measure the hours. Measure impact.

Focus on questions like:

• Did this work solve a real problem?
• Did it move us closer to our goals?
• Is it useful, or just done?

Reward thoughtful execution, not frantic activity. If you continue to celebrate hustle without substance, you’ll continue to receive ghostwork.

Build a Culture Where It’s Safe to Say “I Don’t Know”

The moment someone feels they can’t be vulnerable at work is the moment they start ghosting real engagement.

Encourage your team to say things like:

• “I’m lost.”
• “I need help.”
• “I think this process is broken.”

And then listen. Don’t just nod and move on. Implement what makes sense. Honor the voices speaking up. The safer people feel, the less they’ll hide.

Celebrating Real Wins, Not Performances

Don’t applaud the person who’s always in meetings. Applaud the one who:

• Solved a client’s problem.
• Streamlined a painful process.
• Mentored a teammate quietly but effectively.

If you praise the illusion of work, that’s what people will give you. If you praise real outcomes, they’ll rise to meet them.

Difference Between Ghostworking and Quiet Quitting

Quiet quitting is about just doing your job, no extras, no overtime, no "above and beyond." It's a calm pushback against burnout, where people protect their time but still deliver what is expected. They're saying, "I'm reliable, but I won't set myself on fire to keep you warm."

On the other hand, ghostworking is about appearing busy while avoiding real work. Think endless meetings, vague updates, or staying "online" late… all smoke and mirrors. They’re not setting boundaries; they’re hiding. It’s performance art for the boss, screaming, "Notice how busy I seem?" while output vanishes.

The heart of it:

Quiet quitting is honest disengagement; you see what you get.
Ghostworking is a form of fearful avoidance; you get less than you see.

The Impact of Ghostworking on Company Culture and Team Performance

Ghostworking doesn’t just affect one person; it quietly disrupts the entire team. Here’s how it can weaken your company’s work culture and performance:

• Trust disappears
  When employees feign busyness, coworkers begin to doubt one another. This lack of trust makes collaboration harder.
• Communication slows down
  Ghostworkers often avoid updates and honest conversations. This creates confusion, delays, and missed deadlines.
• Creativity fades
  When people focus on looking busy, they stop sharing ideas. Innovation and problem-solving take a backseat.
• False productivity is rewarded
  If teams are praised for being visible rather than achieving results, the focus shifts from genuine progress to appearances.
• Morale drops
  Over time, ghostworking can lead to employees feeling disconnected and unmotivated. This leads to lower levels of engagement and job satisfaction.

Addressing ghostworking isn’t about fixing productivity. It’s about rebuilding trust, improving communication, and fostering a healthier work environment where honest work is valued and recognized.

Conclusion

Ghostworking isn’t just a personal issue; it points to deeper problems in workplace culture. When leaders prioritize appearances over actual results, employees stop being themselves. They act the way they think they’re supposed to.

This isn’t a problem with productivity. It’s a problem with trust. Instead of adding more tools or tighter rules, companies should take a step back. What are they rewarding? Do employees feel clear about their goals? Can they do their best work without fear of failure?

The answer isn’t to chase ghostworkers. It’s to build a culture where ghostworking doesn’t happen. That means focusing on outcomes instead of appearances. It means having open conversations instead of letting silence grow. When people feel trusted and supported, they stop ghostworking, and real change begins.

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Tracy Taylor

I’m Tracey Taylor, a Content Strategist with over 4 years of experience in B2B and SaaS marketing. I’ve worked with companies like StreamlineREI and StaffViz to drive lead generation and business growth. Outside of work, I explore nature, read books, and play games to stay physically and mentally sharp.