COS research links digital presenteeism to fast replies
Digital presenteeism is putting pressure on Australian office workers, with 75% saying they feel pushed to reply quickly to work messages to appear productive, according to COS-commissioned research of more than 1,000 workers.
The national survey found 48% felt that pressure because pace itself signalled performance. Among workers who felt the pressure, 37% said a fast reply showed they were engaged and contributing, while 22% said their workplace culture expected quick responses during the workday.
Belinda Lyone, co-CEO of Complete Office Supplies, said digital visibility had become a new workplace signal in hybrid settings. “For decades, presenteeism was often attributed to being the first person in, the last person out, or always at your desk. Now, a fast reply, a green status dot or simply appearing constantly available can become the new signal of engagement. The problem is, none of those things necessarily tell you whether someone is doing good work.”
Hybrid work lifts availability expectations
Meanwhile, 52% said hybrid work had increased expectations that employees stay digitally available. Another 62% said they sometimes or frequently replied to work messages outside normal hours because they felt it would reflect positively on their performance.
Lyone warned that leaders can reinforce that pressure through their own habits. “If the fastest responders are seen as the most committed, people quickly learn that availability carries value. That is when responsiveness starts being confused with performance.”
At COS, Lyone said productive work starts with clear expectations. She said she and co-CEO Amie want staff to feel safe to focus on their work, ask questions and be honest when something is not working, instead of feeling they must constantly prove they are busy.
According to COS, employees feel less digital pressure when workplaces define performance more clearly. Among workers who did not feel pressure to respond quickly, 34% said response times were not used to measure performance in their role, 25% said their workplace focused more on outcomes than responsiveness, and 24% cited clear expectations around communication boundaries.
