A workplace trend known as loud working suggests that some employees are spending more time making sure their work is noticed, sometimes at the expense of actually getting work done. With ongoing layoffs, economic uncertainty, and concerns about artificial intelligence replacing jobs, employees may feel that doing good work is no longer enough. They also need to make sure everyone knows they're doing it.

A recent survey by MyPerfectResume of 1,000 U.S. workers found that 70% believe highly visible employees are rewarded more than those who quietly produce strong results. More than half (56%) admitted to using at least one tactic to appear busier or more productive at work.

Loud working can take several forms, from frequently discussing accomplishments to deliberately creating the appearance of being busy.

According to the MyPerfectResume survey:

• 84% have responded immediately to messages to signal attentiveness.
• 25% have delayed simple tasks to appear busy longer.
• 18% have sent emails, messages, or status updates primarily to appear active.
• 17% have stayed online or at their desks longer than necessary.
• 16% have taken on unnecessary tasks to avoid appearing idle.
• 20% reported spending at least a quarter of their workday managing appearances rather than doing meaningful work.

These behaviors aren't necessarily new, but technology has made workplace visibility easier to monitor. Employees can see when their Teams status changes to away, how quickly colleagues respond to messages, and who appears to be online after hours. Over time, these signals can become mistaken for measures of productivity.

Job insecurity appears to be a significant factor driving loud working. The survey found that 82% of respondents have worried that appearing too idle could negatively affect their job security or career advancement. Additionally, 43% said they would feel less pressure to appear busy if the job market were stronger.

Concerns about AI may be adding to that pressure. As organizations introduce technology that can automate routine responsibilities, some employees may worry about how their value will be measured or whether their positions will remain necessary. Mary Corrado, ASE President & CEO, explores these concerns in this week’s blog, Getting Employees to Embrace AI Starts with Changing the Conversation. 

What Can HR and Managers Do?

HR professionals and managers can help create an environment where employees feel confident that their work is being evaluated fairly. A few strategies include:

• Focus on outcomes, not activity. Establish clear performance expectations based on results, quality, and contributions rather than hours online, meeting participation, or response times.
• Recognize contributions consistently. Make sure recognition isn't limited to the most vocal or visible employees. Regular one-on-one conversations can help managers identify accomplishments that might otherwise go unnoticed.
• Clarify communication expectations. Employees shouldn't feel obligated to respond to every message immediately or remain online after hours to demonstrate their commitment.
• Address job insecurity. Communicate openly about organizational changes, evolving job responsibilities, and how employees can continue developing their skills.
• Train managers to recognize the difference. Help supervisors distinguish between genuine engagement and behaviors driven by pressure to appear productive.

When employees feel confident that their contributions are recognized and their performance is measured fairly, they can spend less time proving they're working and more time doing work that matters.

Sources: MyPerfectResume, Visibility at Work Report, October 6, 2026; HR Executive, October 18, 2026; HR Brew, October 2026.