The term “quiet quitting” has long been used in the world of work to describe employees who only “work to rule” and do not show any commitment to their work. But recently another phenomenon has been making the rounds, namely “Quiet Constraint”. Employees actively withhold their own knowledge that could help colleagues. In fact, Quiet Constraint is ranked as a major hidden threat to organizations in the workplace.
Differences between generations…
A survey by Kahoot – an American platform for digital learning – among around 1,500 Americans came to the conclusion that every second employee (58 percent) deliberately withholds information or does not actively communicate it, even though it is for the colleagues could be work relevant and helpful.
If one compares the results of the survey by generation, one thing in particular catches the eye: respondents from “Gen Z” in particular withheld information and knowledge. At 77 percent, three quarters of the test persons used Quiet Constraint consciously in their work environment, which may come as a surprise in view of the younger generation’s demands for more transparency. The figure for the “baby boomers” was significantly lower at 50 percent.
… and between the sexes
There are also differences between men and women when it comes to the quiet constraint. According to the survey, women are more likely to help themselves than men. Of those, 63 percent said they withheld information at work — six percent more than women.
What are the causes?
The reasons for quiet constraint are not always selfish. In some cases, employees simply do not (or no longer) feel comfortable in the work environment or there are no appropriate channels through which employees can share their knowledge.
The main reasons given by the participants in the Kahoot study for Quiet Constraint were, for example, never having been actively asked or not having seen a suitable channel for exchanging information. For managers and those responsible, this would mean that more opportunities for internal knowledge transfer would have to be created.
Commitment as a factor in Quiet Constraint?
The results of the Kahoot survey also show that Gen Z respondents are less engaged in the workplace than others. For example, 29 percent said they opted out of virtual meetings because they felt completely disconnected from their colleagues. This can additionally fuel Quiet Constraint.
What can help?
When asked what would help study participants to engage, the top three answers were: friendly competition (59 percent), brainstorming with colleagues (51 percent), more rich and interactive media (38 percent) .
There are various ways to prevent quiet constraint and to ensure a good exchange of knowledge: Channels through which knowledge can be exchanged (meetings, training courses) should be adapted to a virtual work environment. A positive work culture must also be created that promotes the exchange of knowledge. Appropriate offers must be made for this. Leaders should ensure that each person on the team feels safe and comfortable sharing knowledge and ideas with others.
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