Employment language after lockdown | Are you an office ‘task masker’? | Wishing you a wonderful Easter! | The JARS guide to addressing stress

How did COVID-19 transform workplace language and culture?

Last month, we marked five years since Britain's first COVID-19 lockdown. Since then, as a result of the huge changes we experienced as a result of this event, workplace communication has undergone a remarkable transformation. According to Maria Fernanda Rechkemmer, specialist in Business Didactics at Babbel for Business, in a recent piece for HR magazine , the pandemic dramatically shifted not just where we work, but the very language we use to describe our professional lives.

Recent data, published by nature.com, paints a clear picture of this transformation:

Since the pandemic began, meetings per person increased by 12.9%, while meeting duration decreased by 20.1%

➡️ By 2023, 83% of companies had implemented hybrid work models

➡️ During lockdown, 78% of remote workers reported improved work-life balance

➡️ 33% of employers observed increased productivity among hybrid employees

➡️ The term "quiet quitting" saw a 218% increase in Google searches in 2022

The surge in virtual interactions necessitated a more efficient communication style. Abbreviations like "WFH" (working from home), "EOD" (end of day), and "OOO" (out of office) quickly became workplace staples as employees adapted to digital-first communication.

This shift reflects a broader trend toward measuring productivity by output rather than time spent at a desk.

As hybrid work became standard, terms like "Zoom fatigue" entered everyday vocabulary, acknowledging the very real challenges of continuous video conferencing. Previously technical terms such as "bandwidth" were repurposed to describe personal capacity, while "asynchronous working" became fundamental to flexible arrangements.

Within the HR Magazine piece, Rechkemmer highlights how Gen Z workers have significantly influenced workplace communication, pushing for greater openness around wellbeing and work-life balance. This has popularised concepts like "wellness-first culture" and reframed "work-life balance" as "work-life integration" and now "work-life harmony."

The article notes how certain terms rose and fell quickly. "Quiet quitting," initially popular, faced criticism for negatively framing healthy boundaries. Similarly, phrases like "the new normal" and "unprecedented times" quickly became corporate clichés that lost meaning through repetition.

Perhaps most significantly, these linguistic changes reflect and reinforce shifting power dynamics in the workplace. The "Great Resignation" introduced terms like "boomerang employees" (workers who leave and return) and "quiet hiring" (redeploying internal talent), indicating a more fluid job market where employees have greater agency.

Rechkemmer concludes that these evolving workplace terms aren't merely reflective of change - they actively shape it. Five years after the first lockdown, it's clear that these linguistic shifts represent enduring indicators of a fundamental transformation in how we work and communicate, with lasting implications for workplace culture that prioritises flexibility, wellbeing, and authenticity.

Share your experiences: How has your organisation's language evolved since the pandemic, and what might these changes reveal about your workplace culture? Perhaps it's time to listen more closely to the words we use - they may tell us more about our values and priorities than we realise!

🔥 Hot Topic: Are you an office ‘task masker’? 

Have you ever found yourself dramatically typing on an empty document when your boss walks by? If so, you might just be a ‘task masker,’ the latest employment buzzword taking HR departments by storm. 

This trending workplace behavior has gone viral among Gen Z professionals returning to post-pandemic offices, with task-masking creating an illusion of productivity without actually accomplishing meaningful work.

The signs are everywhere: attending unnecessary meetings, obsessing over low-priority emails, and switching between tasks…making sure everyone around you knows just how swamped you are. TikTok has elevated these performances with viral videos showcasing techniques like "walking fast while carrying a laptop" and "making serious facial expressions" during calls.

Behind these workplace behaviors and viral videos are revealing factors. For pandemic-era hires, office attendance feels alien. Many companies reward visible effort over results. Job insecurity, burnout, and unclear directions all contribute. When speaking to industry publication People Management magazine about this trend, career expert Amanda Augustine notes that "many professionals [actually] turn to task-masking as a coping mechanism where there's pressure to always appear busy."

Later in the People Management piece, Rob Robson, People Science Director and COO at The People Experience Hub, points out that employees have always found ways to ‘look busy’ – from clipboard-carriers to today's digital performers. What's changed is the terminology. Sara Y., HR expert, sees something deeper however: "When a workplace prioritises appearances over real results, task masking is inevitable."

A recent Workhuman survey revealing 50% of respondents believe that faking activity is common in their teams. This performance creates team tensions, erodes trust, stretches simple tasks into marathons, and produces lower-quality work. For managers looking to solve this apparent task-masking epidemic, the solutions are straightforward: focus on outcomes not activities, set clear goals, build trust, provide autonomy, and establish supportive check-ins. As Yahia puts it: "Task masking fades when people are trusted to work smarter, not just harder."

If you catch yourself performing productivity rather than achieving it, it's time for reflection. In truly healthy workplaces, you shouldn't need to act busy – you can simply be effective.

Share your thoughts: Have you noticed task-masking behaviors in your workplace, or caught yourself doing it? ⬇️

We’re wishing you a wonderful upcoming Easter break and Bank Holiday Weekend! 

Whether you're planning a traditional Easter family gathering, simply enjoying some much-needed downtime, or even jetting off on an adventure, we hope these four days bring you a well-deserved break…and some sunshine of course!

Here are 5 ways our team recommend making the most of your extended weekend:

🐰 Embrace the outdoors – Spring is in full bloom! Take a countryside walk, visit a local park, or simply enjoy your garden if the weather permits...fingers crossed!

🐰 Create new traditions – Whether it's decorating eggs, baking hot cross buns, or hosting a springtime brunch, this is the perfect time to start something special with friends and family.

🐰 Take a digital detox – Use this opportunity to disconnect from screens and reconnect with loved ones, or with yourself,  through reading, cooking, crafting, or simply being more present!

🐰 Explore your local area – Many local attractions have special Easter events happening this weekend! Check out nearby museums, gardens, or historical sites that might be hosting seasonal activities. You never know what might be right on your doorstep!

🐰 Rest and recharge – Sometimes the best way to spend time off is to simply just  relax. Give yourself permission to sleep in, enjoy your favourite meals, and prepare for the weeks ahead.

However you choose to spend the long weekend, we wish you a refreshing break - see you next week! 

Continuing our Stress Awareness Month series, our latest article builds upon our previous guide to recognising workplace stress signs, shared in last week’s newsletter. 

After identifying the signs of stress in colleagues or employees using our previous guide, the next crucial step is knowing how to respond effectively. Approaching someone about their stress requires sensitivity, thoughtfulness, and preparation. This guide outlines 8 key approaches to take when you believe someone in your workplace is experiencing stress.

➡️ Choose the right time and place: Select a quiet, private setting for your conversation where interruptions are unlikely and the person will feel comfortable speaking openly. Timing is equally important—avoid approaching someone during high-pressure moments or when they appear particularly overwhelmed with immediate tasks.

➡️ Start with genuine concern, not a diagnosis: Open the conversation by expressing care rather than immediately labelling what you've observed as "stress." A simple "I've noticed you seem a bit overwhelmed lately, and I wanted to check in" feels less confrontational than "You seem really stressed."

➡️ Focus on specific observations, not judgements: Share concrete observations about changes you've noticed, avoiding subjective judgements or interpretations. For example, "I've noticed you've been missing our team lunches recently" is more helpful than "You seem antisocial lately."

➡️ Listen more than you speak: Once you've opened the conversation, focus primarily on listening. Give the person space to share their experience without interruption, validating their feelings and avoiding the impulse to immediately offer solutions or minimise their concerns.

➡️ Respect privacy and boundaries: Recognise that stress may stem from personal circumstances the individual may not wish to discuss in the workplace. If they seem reluctant to share details, respect this boundary while still offering support for the work-related impacts they're experiencing.

➡️ Offer practical support: Ask specifically how you might help lighten their workload or remove obstacles, rather than making vague offers of assistance. Consider whether deadline extensions, resource reallocation, or clarifying priorities might help create breathing room.

➡️ Connect them with resources: Familiarise yourself with available workplace resources such as Employee Assistance Programmes, mental health services, flexible working policies, or stress management workshops, and gently provide information about these options without pressuring.

➡️ Follow up thoughtfully: Check in periodically without micromanaging or appearing to monitor the person's stress levels. Brief, non-intrusive follow-ups show continued support without creating additional pressure or suggesting you're keeping tabs on them.

Approaching a stressed colleague or team member with empathy and practical support can make a tremendous difference in their wellbeing and performance. Remember that your role is primarily supportive rather than therapeutic - you're offering connection and assistance, not trying to solve complex problems single-handedly.

In our next article, we'll shift focus to self-care, exploring what to do when you recognise signs of stress in yourself. We'll provide strategies for managing your own workplace stress before it impacts your health and performance.

 Check out our blog for more wellbeing guidance and career advice! 

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