The workplace has been through a wave of “quiet” trends—quiet quitting, quiet firing, and quiet hiring—and now a new one is taking shape: quiet constraint. This emerging behavior happens when employees withhold important information, ideas, or feedback that could benefit the team.

While it may seem harmless at first, quiet constraint poses a serious threat to collaboration, innovation, and company performance. In fact, a recent Kahoot! study found that 58% of corporate workers admit to holding back knowledge, while 77% of Gen Z employees confess to sitting on information they could share.

So, what causes quiet constraint—and how can leaders stop it from silently eroding their culture?

What Is Quiet Constraint—and Why It Happens

At its core, quiet constraint is about withholding. Employees—intentionally or not—keep valuable information to themselves, limiting collaboration and innovation. Experts describe it as a form of “corporate silence” that reflects deeper cultural issues like lack of trust, poor communication, or burnout.

According to Annie Rosencrans, Director of People and Culture at HiBob, “Teams grow stronger when information flows freely. When employees withhold knowledge, it weakens the company.”

The issue often arises in remote or hybrid workplaces, where employees feel disconnected, uncertain, or overlooked. As Fineas Tatar, co-CEO at Exeviva, explains, “Without open conversations or collaboration, knowledge gets trapped in inboxes or message threads.”

But not all quiet constraint stems from defiance. Marium Lodhi, CMO at Software Finder, calls it “a form of self-preservation”—an attempt to manage energy and protect mental health in workplaces that never truly switch off. In this sense, quiet constraint becomes the workplace version of airplane mode: still powered on, but only for the essentials.

How Quiet Constraint Affects Workplace Culture

The rise of quiet constraint is a red flag for company culture. It signals a breakdown in trust, connection, and psychological safety—all critical ingredients for engagement. Jenny Shiers, Chief People Officer at Unily, warns that these behaviors “are signals that culture is cracking under the pressure of a changed workplace.”

Quiet constraint doesn’t discriminate—it happens at every level. Top performers may move so fast they don’t take time to explain their processes, while junior employees fear looking inexperienced. Even senior leaders sometimes assume their messages are clear when they’re not. The result? Silos, inefficiencies, and lost innovation.

When people stop sharing knowledge, collaboration suffers, mistakes repeat, and employees disengage. This quiet behavior can quietly cost companies millions in missed opportunities, slower problem-solving, and lower morale.

How Leaders Can Overcome Quiet Constraint

Solving quiet constraint requires more than open meetings—it demands intentional culture design. Here are practical ways to address it:

1. Build a Collaborative Team Mindset
   Encourage employees to see themselves as teammates, not competitors. Recognize shared goals, celebrate collaboration, and reward transparency.

2. Create Psychological Safety
   Employees must feel safe to speak up without fear of ridicule or backlash. As Vicki Salemi from Monster notes, “Tackling quiet constraint starts with building a culture where input is welcomed and respected.”

3. Adopt Smart Collaboration Tools
   Streamline communication by matching the right tech to your team’s workflow. The fewer platforms people have to juggle, the easier it is to share information and reduce fatigue.

4. Invest in Digital Culture Building
   In hybrid workplaces, culture must live online. Invest in digital platforms that make recognition, communication, and transparency visible to everyone.

5. Promote Knowledge-Sharing and Open Feedback
   Normalize sharing notes, updates, and insights. Encourage managers to ask open-ended questions and reward openness during one-on-one sessions and reviews.

When done right, leaders can turn quiet constraint into active contribution—transforming a culture of silence into one of trust, learning, and engagement.

Turning Quiet Constraint into Collaboration

Quiet constraint is not just an HR issue—it’s a leadership challenge. Employees naturally want to share ideas, but only when they feel valued, heard, and supported. The Kahoot! survey shows that 78% of employees are eager to share knowledge when given the right tools and environment.

The takeaway is clear: tackle quiet constraint early, build trust through inclusion and clarity, and celebrate every act of open communication. When people stop holding back, innovation flows—and your culture thrives.