If you’ve ever seen someone send late-night emails just to be seen online, sit through back-to-back meetings with nothing to show for it, or stay logged on well past their finish time, you’ve seen productivity theatre in action.

Looking busy vs being productive

It’s not about laziness. Most people caught up in this are working hard. The problem is what they are working hard at. Instead of using energy to move things forward, they spend it proving they’re busy.

Why productivity theatre happens in the workplace

Workplaces still reward appearances. Being visible in the office. Responding instantly to messages. Clocking long hours.

When those signals get more recognition than actual outcomes, people adapt. They learn that looking busy is safer than focusing on the deeper work that creates value.

The hidden cost of productivity theatre for teams

On the surface, productivity theatre looks like commitment. Underneath, it drains performance and morale.

  • People burn out chasing appearances.

  • Trust suffers when colleagues see through the act.

  • Teams lose focus on what really matters.

Leaders often don’t spot the damage until it’s already embedded. By then, people are tired, frustrated, and disengaged.

How leaders can move beyond productivity theatre

The fix isn’t asking people to work harder. It’s changing what you notice, reward and model.

  • Pay attention to outcomes, not optics. Progress, learning and results are worth more than long hours.

  • Watch your own signals. If leaders send emails late at night or praise “hero hours,” it tells the team that visibility matters more than value.

  • Ask better questions. Swap “How long did you spend on this?” for “What impact did this have?”

  • Take the temperature of your team. Use assessments to check whether people feel judged on appearances or contribution.

To sum it up

Productivity theatre is a cultural problem, not a personal one. People don’t choose it because they want to waste time. They choose it because the system tells them it’s the safest option.

Leaders who want genuine productivity need to change the signals they send. Reward real progress. Encourage honest conversations about workload. Show that wellbeing and effectiveness matter more than being seen to be busy.

At Zeal, we help leaders uncover the signals driving their team culture and shift them towards impact that lasts, take a look at our team training and development programmes and see how we can help teams like yours thrive.