Green Status Effect
What is the green status effect?
The green status effect is a phenomenon where employees feel pressure to look busy by staying active online or being seen in the office. The term refers to the tendency to keep work messaging apps open, perpetually signaling a green “active” status to co-workers and managers.
Where did the green status effect come from?
This behavior became more common after the pandemic, when many employees shifted to remote or hybrid work. Without the usual in-person check-ins, some workers felt compelled to prove they were still working hard.
Since managers couldn’t always see what people were doing, employees started relying on visible signals—like staying logged into chat apps or scheduling emails—to show they were engaged. Even as people returned to the office, that pressure to appear productive didn’t go away.
Top indicators of the green status effect
Although the green status effect began during the remote work era of the pandemic, it also shows up in the office.
According to a 2024 BambooHR data survey, most remote (88%) and in-office (79%) workers take actions to prove they’re online and working. Additionally, 42% of employees who returned to the office say they’re showing up just for visibility.
Here are some visible signs of the green status effect in each type of context.
Remote workers
- Keeping messaging apps open to display a green "active" status (64% of remote workers).
- Participating in work-related social conversations online.
- Scheduling emails to send at specific times to appear active.
In-office workers
- Walking around the office to be seen by colleagues and managers (37%).
- Planning meetings with other in-office employees (35%).
- Arriving early or leaving late to demonstrate commitment (33%).
How to prevent the green status effect in the workplace
It’s more important than ever to build a positive workplace culture that values both human connection and meaningful productivity.
- Set clear expectations about productivity goals and availability, and encourage remote employees to unplug after work.
- Create a culture of open communication with one-on-one meetings and regular feedback sessions.
- Foster a culture of inclusion by focusing on psychological safety and considering employees’ desires for flexibility.
- Avoid micromanagement. Focus on engagement.