What’s Ghostworking: New Trend or Old Problem?

Hey HR Pros!

Are employees actually working, or just perfecting the art of looking busy? Ghostworking might be a new—or maybe not-so-new—trend, but it’s one HR leaders can’t afford to ignore. And while return-to-office mandates aren’t exactly breaking news, today we’re zeroing in on how AT&T rolled out its full-time RTO policy, how employees responded, and what HR leaders can take away from the process.

Upcoming In This Issue:

• 👻 The Rise of “Ghostworking” and How to Stop It

• 🤖 Latest on AI | Job Seekers vs. AI: A Trust Gap Employers Can’t Ignore

• 📍 What’s Your Take? AT&T’s Full-Time RTO Policy

• 🎙️ Featured Podcast: How AI Can Help HR Speak CFO

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 📰 Latest in HR News

• Ex-Tesla HR pros allege they were ‘penalized and pushed out’ for reporting bias

• Amazon tells staff to relocate or resign as AI spending grows

• Recognition at risk of 'disappearing' in workplaces, report finds

• David Sacks says the doomsday scenario of AI wiping out jobs is 'overhyped'

👻 The Rise of “Ghostworking” and How to Stop It

In workplaces already balancing on the edge of productivity concerns, there’s a stealthy habit quietly draining performance: ghostworking.

Left unchecked, ghostworking doesn’t just stall output; it chips away at engagement, trust, and even an employee’s vision for their future at the company. The good news? Data-backed strategies exist to reverse it—if leaders are willing to commit.

What’s Ghostworking: New Trend or Old Problem?

• Ghostworking is alarmingly common 🕵️‍♂️ — 58% of employees admit doing it regularly, often using tactics like fake calls or staged meetings.

• Recognition frequency is a game-changer 🎯 — Weekly recognition makes employees 2.6× more likely to be productive and 6× more loyal long-term.

• Managers hold the productivity lever 🔑 — Consistent recognition from managers boosts engagement 3.2× and collaboration 2.4×, while increasing retention likelihood 9×.

• Recognition sharpens focus amid uncertainty 💡 — Weekly recognition makes employees 11× more likely to feel informed during organizational change.

read the full 716-word article here

🤖 Latest on AI | Job Seekers vs. AI: A Trust Gap Employers Can’t Ignore

Candidates are turning to AI to help create résumés, cover letters, and even assessment answers—yet remain skeptical when the technology is used against them.

This mistrust is colliding with a new headache for employers: candidate fraud, from fake profiles to interview imposters.

Where HR Needs to Focus Now

• Trust is fragile ⚖️ — 26% of candidates trust AI evaluation; 25% trust employers less if AI is used.

• Fraud risk is real 🚨 — 6% admit to interview fraud today; fake profiles could hit one in four by 2028.

• Candidates still use AI 🤖 — 39% rely on it in applications, mainly for résumés (54%) and cover letters (50%).

• Fraud prevention playbook 🛡️ — Set AI-use rules, deploy anti-cheating safeguards, and build ongoing identity verification into hiring systems.

read the full 650-word article here

😄 Comic Relief (HR Edition)

📍 What’s Your Take? AT&T’s Full-Time RTO Policy

read the full 1,251-word article here

In 2025, AT&T implemented a full-time return-to-office (RTO) policy, drawing strong reactions from employees who favored hybrid or remote work.
An employee engagement survey revealed discontent, but CEO John Stankey’s memo reinforced the company’s commitment to a “market-based culture,” prioritizing performance over loyalty and tenure.

Strategy & Implementation

• Firm RTO enforcement — Mandated full-time in-office work, signaling minimal flexibility for hybrid arrangements.

• Direct CEO communication — Issued a transparent memo outlining expectations and consequences for misalignment with company priorities.

• Benefit enhancements — Maintained flat management healthcare contributions for 2026; expanded mental health and financial counseling programs.

• Addressed operational concerns — Began upgrading workplace infrastructure and tools following employee feedback.

Results

• Clarity of corporate direction — Employees received an unambiguous message about AT&T’s cultural and operational priorities.

• Mixed morale impact — Some employees appreciated improved benefits; others felt alienated by the rigid stance.

• Potential retention risk — The shift away from loyalty may increase attrition among those seeking long-term stability.

Conclusion: AT&T’s full-time RTO policy and pivot to a market-based culture underscore a corporate shift away from traditional loyalty-based models.
While enhanced benefits and infrastructure investments aim to offset discontent, the uncompromising tone may challenge employee engagement in the long run.

🎙️ Featured Podcast: How AI Can Help HR Speak CFO

While you go about your day, plug in to today’s featured podcast below: