Gen-Z Work Trends Like Task Masking Go Viral-Here’s How Leaders Can Adapt

There has been no shortage of Gen-Z work trends circulating online. Concepts like “task masking,” which Investopedia defines as employees pretending to be busy without actually being productive, and “micro-retirement,” a term used to describe taking planned extended breaks from work, are a couple of the latest Gen-Z workplace trends to go viral.

These trends are sparking widespread discourse about Gen-Z’s evolving workplace values, what constitutes a proper work-life balance and the definition of productivity in 2025. For example, Alexandra Petri, a writer for The Atlantic, argues that Gen-Z work trends are little more than “routine” workplace behaviors being portrayed in an “alarmed way.” Conversely, private practice psychiatrist Dr. Jeffrey Ditzell told Investopedia that trends like task masking are “a common trap where the appearance of effort is confused with genuine value.”

Make Money Online Through Social Media, Gen-Z Is Redefining Workplace Culture

The debate persists as to whether Gen-Z workplace trends genuinely represent new business challenges or are simply long-existing practices with new labels. Regardless, some Gen-Z workers are publicly discussing the value of popularizing these trends in an effort to reshape workplace culture. For instance, Gabrielle Judge, a Gen-Z influencer with a significant following on Instagram and LinkedIn, frequently uses her posts to address misconceptions about “task masking.” Likewise, one of influencer Emily Durham’s humorous TikTok videos, which garnered nearly 500,000 views, discussed booking a meeting room not for work, but to vent about work issues with a colleague.

There are both benefits and drawbacks to influencers like Judge and Durham openly discussing workplace issues like the need for flexibility and unfiltered dialogue at work. On one hand, these posts offer Gen-Z workers advice and insight into potential issues they may face in the office. According to Owl Lab’s 2024 State of Hybrid Work report, 92% of Gen-Z workers trust TikTok for career insights and information. These posts could also provide employers with a valuable window into what younger hires want from a job. Moreover, evaluating these videos has the potential to help companies stay competitive in recruiting.

However, social media posts that lack strategic insight or aren’t as well researched may be fueling a growing trend of young workers criticizing companies or spreading counterproductive career advice online. Owl Lab’s report reveals that nearly half of Gen-Z employees post negatively about their jobs or employers on social media and found that 55% of Gen-Z workers have followed inaccurate career advice from TikTok. If young workers follow unhelpful career advice and only focus on the negatives of work, it may create a misalignment of expectations between employers and employees, ultimately making it more difficult to hire and retain Gen-Z talent down the line.

Make Money Online Embracing Gen-Z Workers’ Needs Is Key To Building A Future-Ready Workforce

Businesses may respond to Gen-Z’s online authenticity by avoiding hiring young workers, fearing they’ll share negative public comments about the company online. The unemployment rate for Gen-Z is already about 8.2%, more than double the national average. Yet opting not to hire young workers could be counterproductive for building a strong future workforce. According to the U.S. Census Bureau, Gen-Z includes 69.31 million Americans, making up around 20% of the U.S. population. Failing to hire Gen-Z workers now could result in labor shortages across all organizational levels in the coming years.

To ensure a robust future workforce, business leaders may want to explore strategies that consider Gen-Z’s authentic, and at times unfiltered, online presence without excluding them from being considered for job roles. For instance, companies can focus on creating healthier workplace cultures and practices so employees don’t feel pressure to task mask or use other deceptive behaviors to avoid overwork. As previously reported, conducting workplace surveys, valuing results over hours worked and encouraging employees to take time off are all ways to promote a productive, healthy and transparent workplace culture.

Leaders may also consider taking a closer look at what younger workers are prioritizing in job roles. Deloitte’s 2025 Gen Z and millennial survey found that many younger workers are seeking purposeful work, mentorship and on-the-job learning opportunities. This includes developing critical soft skills like communication, leadership and empathy. As part of helping employees develop these soft skills, leaders can provide direct guidance on how to communicate authentically online while maintaining professionalism and accuracy.

There’s no doubt that terms like “task masking” and “micro-retirement” may sound concerning at first glance. After all, how can businesses grow without employees who are willing to do the work?

Yet ignoring the voices of younger workers or excluding them from the hiring process could undermine the potential of a resilient and engaged future workforce. Instead of avoiding Gen-Z workers due to social media concerns, employers should view these viral work trends as an opportunity to listen and learn. By developing a better understanding of where today’s workplace trends come from, business leaders can help build a more capable and fulfilled workforce for tomorrow. Leaders who choose to evolve with Gen-Z, rather than resist them, will be the ones with future-proof organizations.