Have you noticed colleagues who always seem busy but rarely deliver meaningful results? That might be a sign of clock botching, a growing workplace trend where employees appear engaged—joining meetings, replying to emails, keeping their calendars full—yet contribute little real output. Unlike presenteeism, clock botching is less about showing up while sick and more about stretching small tasks, disengaging emotionally, and quietly burning out. In today’s high-pressure workplace, recognizing the signs of clock botching at work has become essential for managers and HR leaders who want to maintain productivity and protect employee well-being.

Why Clock Botching Is Trending in 2025

Workplace experts point to burnout, low morale, and cognitive overload as the root causes. Employees are physically present but mentally checked out, often because endless meetings, unclear priorities, and heavy workloads leave them feeling their efforts don’t matter. Research shows that 66% of U.S. workers report some level of burnout in 2025, with younger generations experiencing it most acutely. Instead of laziness, clock botching is usually a survival response to toxic work design. Unless addressed, it can spread through teams, creating resentment, missed deadlines, and cultural decline.

4 Warning Signs of Clock Botching at Work

Clock botching is tricky to detect because it mimics productivity. Still, there are clear red flags:

1. Always online, low output – Employees respond quickly to messages but deliverables arrive late or lack quality.

2. No initiative – Once-motivated workers stop volunteering for projects or pursuing growth opportunities.

3. Silence in meetings – Team members who previously contributed ideas now disengage and observe passively.

4. Rising team tension – Others feel the need to pick up the slack, leading to burnout and resentment.

Ignoring these signs risks normalizing disengagement, which undermines morale and retention across the company.

How Companies Can Address Clock Botching

Experts recommend treating clock botching as a cultural challenge, not a disciplinary issue. Start with open conversations to understand employee struggles rather than punishing disengagement. Reframe success by focusing on output, not hours logged, and reconnect employees to the bigger picture by showing how their contributions matter. Leaders should also reduce information overload, provide mentorship and career development opportunities, and create clarity around responsibilities and deadlines. Finally, protect focus time—rewarding meaningful impact over performative busyness.

Final Thoughts: Turning Clock Botching Into Opportunity

Like other workplace trends—job hugging, crashing out, and job situationships—clock botching reflects deeper issues: burnout, shifting priorities, and changing employee expectations. For leaders, spotting and addressing the signs of clock botching at work isn’t about catching employees in the act. It’s about rethinking how work is structured and supporting people with purpose, clarity, and growth opportunities. Done right, tackling clock botching can rebuild trust, strengthen culture, and unlock a more sustainable path to productivity.