Posted on: 10/10/22; Last updated on: 10/10/22;

In Addition to Effective Management, Try Out Quiet Management As Well

Nowadays being a successful leader is more about freedom and trust than control – let’s dive into the world of quiet management.

Have you ever heard of quiet management?

Don’t worry if the answer is no. In this day and age, we are constantly surrounded by newer and newer terms and definitions – it’s no wonder we all find it hard to remember them all!

Ever since I wrote my last article here, on the blog, which was dedicated to effective management, I went on thinking about what else could be implemented in terms of improving any leader’s or manager’s work experiences. And the answer came to me disguised as quiet management! Let me go straight into greater detail and explain to you what this whole new concept is all about.

Think about quiet management as a lurking shadow, but in a good way

If you’ve come across an article of mine, published on Entrepreneur Media (I speak about why managers should avoid excessive micromanagement in today’s business climate – you can read more about it here), then you know that I aim at improving my management style. With this being said, it’s safe to say that all the advice I present in my articles is based on my personal experiences. I can also say that they appear to be working, at least in the web development business compartment.

When we discussed effective management, I wrote that it mainly focuses on great communication, appraisals, mutual respect, and honesty.

Now, if we want to add yet another important detail to the whole picture, why not focus on quiet management?

In a nutshell, quiet management is a management approach that strongly relies on freedom and trust between the leader and the team. In reality, it disrupts the vision we had back in the day in terms of what management should represent; rather, it focuses more strongly on teamwork and dedication, above anything.

A quiet manager is someone who appears not to be there, only to actually be fully present all the time without making their employees feel supervised while working. I’m talking about a lack of working hours, full trust in how anyone chooses to get their job done, and figuring out anyone’s success rate based on results, not schedules.

As you can see, this approach requires, first and foremost, a great sense of trust and a strengthened bond between the manager and the team. Without those two criteria, this approach can quickly go downhill. Its fundaments lay on the power of responsibility.

What does quiet management look like in a professional setting?

At first, this definition may appear vague and rather unclear – in order to avoid any misconceptions, let’s imagine we’re situated in a working environment where the main leadership approach is the quiet management style. What would a typical day look like?

Forget about strict working schedules

When we think about work, we often consider schedules, a 9-to-5 working frame, etc. At least that’s what the majority of offices implement in order to control their employees and the general workflow. But when we refer to quiet management, you should forget about all those strict rules. Quite on the contrary, in fact: this leadership approach preaches freedom and autonomy in decision-making.

  • a quiet manager won’t stress over fixed working schedules – they would happily leave this decision up to their employees; anyone can decide for themselves when to work and at what hour their working day should begin
  • this allows employees to pick up the hours when they feel most stimulated, productive, and proactive, which can result in improved workflow and better project results

Quiet managers take your need to take some time off quite seriously

Have you ever, as an employee, felt incredibly guilty for asking for some time off? If that’s the case, then you really need to reevaluate your working environment.

Effective and quiet managers usually fully understand anyone’s need for some time off and relaxation. Being constantly on the clock can lead to nothing but burnout and decreased expertise.

  • a quiet manager will always be okay with their employees catching a breath now and then
  • a quiet manager will also show sincere empathy whenever an employee is facing some hard times and would even offer them to take some time off first

In quiet management, what matters most is the results

As we’ve already stated, the quiet management approach cherishes results and results only. A quiet manager won’t insist on their employees working from nine to five in order to earn their money; rather, they would rely on the employees coming up with a solution of their own in order to achieve the desired results.

  • in quiet management, anyone’s professional success is measured by the project results
  • what’s more, quiet managers don’t supervise an employee’s work process – they trust the employee’s judgment when it comes to distributing workflow

To wrap things up

If you’re looking for a powerful management tool, then I’d recommend you combine effective and quiet management.

Of course, first, you need to be sure you’ve hired the right professionals – this amount of freedom can easily doom any project if you’re surrounded by vivid procrastinators whose only goal is to go quickly through their list of tasks. That’s why, upon hiring new employees, pay close attention to their inner motivation and work ethic – usually, those are strong tell-tale signs of whether or not this mutual bond of trust and respect would work.

Don’t hesitate to try this management approach – I’m sure it can work wonders for a well-built team that is striving toward professional development and long-term success.

#leadership #management #quiet management #shadow manager #Management

Posted on: 10/10/22; Last updated on: 10/10/22;

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