Goldbricking in the Workplace: Understanding and Managing It

What Is Goldbricking?

 

Goldbricking happens when employees appear busy but do little useful work. This behaviour reduces productivity, hurts teamwork, and can frustrate colleagues who must take on extra tasks. The term comes from the idea of a fake gold bar: it looks valuable on the outside, but is worthless inside. In modern workplaces, goldbricking often means wasting time online, chatting excessively, or dragging out simple tasks.

Common Goldbricking Behaviours

 

While behaviours vary, managers can usually spot a few patterns:

• Spending long periods browsing unrelated websites.

• Taking frequent or extended breaks.

• Submitting low-quality work on purpose.

• Chatting too much with colleagues during tasks.

• Moving slower than needed to complete assignments.

 

Each of these actions reduces efficiency and creates extra pressure on more productive team members.

Why Goldbricking Hurts Companies

 

Goldbricking may seem small, but its impact is real:

• Lower productivity – important tasks take longer to finish.

• Frustrated colleagues – hard-working staff may feel unfairly treated.

• Poor client experience – delays or bad service can damage business reputation.

• Higher costs – companies pay for time that produces little value.

 

In short, unchecked goldbricking eats into profits and harms morale.

How to Identify Goldbricking

 

Goldbrickers try to look busy, making detection tricky. Still, signs include:

• Lower-than-expected results.

• Hidden screens when someone enters the room.

• Slow responses to urgent issues.

• Declining quality of work.

• Being “on break” too often.

 

Managers must balance careful observation with fairness—sometimes poor results come from unclear instructions, not laziness.

Addressing and Preventing Goldbricking

 

Set Clear Expectations

Define job duties, goals, and performance standards. Employees should know what’s expected and what accountability looks like.

Provide Challenging Tasks

Sometimes boredom fuels goldbricking. Adding responsibility, cross-training, or research projects can re-engage employees.

Monitor Digital Use

Introduce reasonable internet and phone policies. While trust is vital, limits on personal browsing at work can prevent abuse.

Encourage Open Dialogue

If someone underperforms, managers should talk with them privately. Sometimes health, stress, or family issues reduce effort. Support and flexibility may solve the problem.

Improve Leadership Practices

Goldbricking can spread if managers ignore issues or fail to recognise good work. Strong leadership includes fair workload distribution and positive feedback.

The Human Side of Goldbricking

 

Not every case comes from laziness. Stress, burnout, or unclear direction can push employees into unproductive habits. Leaders should consider whether poor management, unrealistic deadlines, or lack of motivation contribute to the issue. A culture of respect, fairness, and recognition helps reduce the temptation to slack.

Goldbricking FAQs

Is goldbricking the same as counterproductive work behaviour?

Not exactly. Goldbricking is one type of counterproductive behaviour, but it specifically involves pretending to work while avoiding meaningful tasks.

Can goldbricking ever be good for productivity?

Rarely. While a short break can refresh employees, repeated goldbricking lowers trust and output.

Is goldbricking the same as cyberslacking?

They’re similar but not identical. Cyberslacking refers to using the internet for personal reasons during work. Goldbricking is broader and includes any fake productivity.

Final Thoughts

 

Goldbricking might look harmless, but over time it harms business results and damages workplace culture. Employers who set clear goals, communicate openly, and support their staff will see less of this behaviour. Strong leadership, fair policies, and empathy can turn potential slackers into productive team members.

By addressing issues early and constructively, companies protect productivity while maintaining trust and respect.