Quiet managing has emerged as an effective, increasingly popular alternative to the traditional authoritative management style. It varies from the more rigid style of managing people, instead focusing on empathy, understanding, and taking a supportive approach.
Quiet managers openly value employee morale, well-being, and satisfaction. They promote mental health and believe that positivity breeds productivity. The shift in performance management style has become more relevant in today’s working landscape, where employees seek more than “just” a paycheck
They want leadership that listens, cares, and believes in fostering growth and happiness — and quiet management can offer just that. Read on to learn more about the differences between quiet managers and micromanagers, the positive impact quiet management has, and how to implement this style of leadership in your organization.
Quiet managing vs micromanaging
Quiet managing and micromanaging are distinct leadership styles that have vastly different impacts on employees and workplace culture. The contrast between them is stark, with quiet management fostering a positive, collaborative company culture and micromanaging often leading to stress and low productivity at work.
Quiet management: This management style takes a hands-off approach to leading people. A quiet leader fosters a positive culture that relies on trust and empowerment. Quiet managers do not constantly oversee tasks. Instead, they offer guidance and support while ensuring resources are readily available, so workers can take ownership of their job and feel pride in their work. These quiet leaders listen, show empathy, and remain understanding, which allows employees to feel more motivated to work.
The result: A focus on the result instead of the details along the way means employees who work under quiet managers tend to experience a more productive, collaborative workplace environment, which leads to enhanced job satisfaction and employee engagement.
Micromanaging: Involves a very hands-on, often overbearing management style. Micromanagers closely monitor and try to control virtually every aspect of their team’s work days and projects. The workplace environment under a micromanager is usually stressful.
The result: Micromanagement stifles creativity and autonomy. Over time, trust between workers and managers usually erodes, leading to less productive environments and reduced job satisfaction.
The positive impact of quiet management
Quiet management significantly impacts workplace culture. It promotes an empathic and supportive approach and prioritizes employee well-being and mutual trust. This management style benefits employees and entire organizations.
Improved motivation and engagement
One notable benefit of quiet management is that it ensures employees feel valued, motivated, and engaged. A study by the American Psychological Association (APA) found that nearly all employees (93%) who feel valued are more motivated to do their best at work, and 88% say they’re more engaged with their job.1 Quiet management, by focusing on empathy and understanding, is particularly effective in this realm.
Increased productivity and innovation
Quiet management leads to increased productivity and innovation. When employees have the autonomy, trust, and flexibility to make their own decisions, they’re more productive. Research shows that productivity under quiet leadership can go up by more than 5%.2
Reduced stress and burnout
Today’s employees are stressed and burned out — rates are at an all-time high, regardless of industry or role. Some experts believe that as many as 79% of employees have work-related stress, and 3 out of 5 say it impacts their motivation and energy at work.3 By imparting trust and offering workers autonomy, quiet managers make work less stressful.
Improved retention
Quiet management can improve longevity and retention. Employees who feel supported and empowered by their managers are more likely to develop a sense of loyalty to their company, reducing the likelihood of employee flight risk cases.
How to implement quiet management
Although some leaders claim that change is too hard and they have their own sense of management style, it’s not that difficult to make positive changes in how you lead. It does require a shift in mindset, though. The following tips will help any leader transition from a traditional, authoritative approach to managing to a more empathetic, supportive style.
Prioritize listening
Active listening — using “I” statements — ensures managers understand their workforce’s needs, concerns, or ideas. This emphasis on empathy can make leaders feel more connected and understanding towards their employees, which can foster a culture of open communication and trust.
Lead by example
Quiet managers lead by example. They demonstrate the behaviors they want from their team, from showing respect to maintaining professionalism to practicing empathy. Leading by example sets a positive, productive tone for the entire workplace.
Empower autonomy
Employees with autonomy over their days and tasks are more creative and innovative. They will take more risks, become more confident, and be more willing to explore new ideas without the threat of being micromanaged.
Provide subtle guidance
Offering subtle guidance that’s more supportive than directive helps employees find their own solutions. Rather than being bombarded with constant, overbearing, explicit instructions, they’re encouraged to problem-solve independently, ultimately leading to growth and confidence.
Maintain open communication channels
Open communication is a hallmark of the quiet management style. It allows employees to feel comfortable sharing thoughts and concerns via regular check-ins in a culture that promotes constructive feedback.
Balance involvement and distance
There’s a delicate balance between being overly involved and keeping an appropriate distance that allows teams to do their jobs. The sense of respect and independence that results helps employees feel supported by management but not stifled or overwhelmed.
Practice patience
Patience is crucial to an effective, quiet management style. It helps guide and support employees through critical learning curves and challenges. Stressing patience can make managers more tolerant and supportive of their employees, creating a safe space for growth and confidence.
Avoid micromanagement
One of the most challenging aspects of quiet leadership for some managers is overcoming the urge to micromanage. Difficult as it may be, though, it’s a vital piece of the puzzle. Trusting employees to manage their time, tasks, and responsibilities boosts confidence and reduces stress, and can prevent quiet quitting from creeping into your organization.
Cultivate a calm presence
Calm work environments are more productive, as employees find it easier to stay focused and motivated. Managers who can keep their composure and maintain clear priorities even when in stressful situations will create a stable workplace for everyone.
How quiet management supports employee mental health
Adopting an organization-wide quiet management style does more than just improve workplace dynamics. It also plays a crucial role in enhancing employee mental well-being. Prioritizing empathy, active listening, autonomy, and patience helps foster a workplace culture where people feel valued and understood.
Incorporating accessible mental health services, like the online therapy platform Talkspace provides, will make your efforts go even further. Services like these ensure employees can get essential professional services when, where, and how they need them. A holistic approach toward improving mental health in the workplace will promote a thriving, productive opportunity for employees to feel supported and empowered in their roles.
Consider integrating quiet managing and mental health support for sustainable, long-term organizational success. Talkspace offers employees access to mental health help that’s easy, affordable, and accessible.
Request a demo today to learn more about how a dual approach — combining a quiet management style with a focus on mental health — is a winning strategy in your organization.
Sources:
- Anon. 2012. APA Survey Finds Feeling Valued at Work Linked to Well-Being and Performance. https://www.apa.org, 8. March. https://www.apa.org/news/press/releases/2012/03/well-being. Accessed September 2, 2024.
- Johannsen, Rebecca and Paul J. Zak. 2020. Autonomy Raises Productivity: An Experiment Measuring Neurophysiology. Frontiers in Psychology 11 (15. May). doi:10.3389/fpsyg.2020.00963, https://doi.org/10.3389/fpsyg.2020.00963. Accessed September 2, 2024.
- Abramson, Ashley. Burnout and Stress Are Everywhere. https://www.apa.org. https://www.apa.org/monitor/2022/01/special-burnout-stress. Accessed September 2, 2024.