Does Quiet Managing Work in Nursing? Here Are 5 Keys to Success

Quiet managing is a hands-off leadership style based on trust, empathy, and employee autonomy. The approach emerged post-Covid-19, as a response to growing discord between employers and employees in remote work settings. It has many benefits, including happier and more engaged employees. But, does it work in nursing? It depends.

Facility leaders and nurse managers face distinct challenges when it comes to relationships with staff. In an industry where one mistake can lead to the loss of life, management style is more than just a theory — it has a direct impact on patient outcomes. We’ll provide an overview of this management style and share strategies to help you successfully incorporate it.

Quiet Managing: A Subtle Trend in the Healthcare Workforce

The term quiet quitting started trending around 2022, and is used when an employee does the bare minimum at work. Have you ever tried to manage a nurse who merely got through the shift, without doing anything extra for their patients or team? That nurse was quietly quitting — disengaging from work without expressing any concerns they may have to management.

Quiet firing, when an employer subtly makes the workplace so unpleasant that an employee quits, is also a passive-aggressive tactic. Both of these workplace phenomena reflect poor communication.

But, what if a supervisor decides to intentionally communicate less? As the saying goes, “less is more” and research shows this also applies to management. Too many staff meetings and check-ins can easily disrupt a nurse’s motivation to complete patient-care tasks, while cutting back may lead to surprising benefits like higher levels of satisfaction and better patient care.

Elements of the Quiet Management Style

Quiet management isn’t just about cutting down on unnecessary meetings and check-ins. The style takes a foundationally different approach to management, including:

• An emphasis on listening.
• A supportive mindset.
• An effort to make employees feel valued.
• The prioritization of staff morale and well-being.
• The promotion of autonomy.

Quiet Managers vs. Micromanagers

Quiet managers can be contrasted with micromanagers, those who use excessive control and oversight. While it might be tempting to think that you need to keep a close eye on every detail to get the most out of your nursing staff, consider the research showing that constant oversight breeds anxiety, erodes trust, and leads to feelings of disrespect. On the other hand, workers who feel valued report higher levels of motivation and engagement.

How to Manage Someone Who Doesn’t Want to be Managed

Did you know that the human brain is hardwired for autonomy? We like to make choices, and if we feel choice is taken away, motivation tanks. If you’re dealing with someone who resists authority, throws away the advice you give, or sulks when you intervene, consider stepping back and employing tactics that empower them to make decisions.

Using Quiet Managing Strategies in Healthcare

It can be hard to step back at a clinical facility, where patients’ health is on the line. Managers play a vital role in making sure units run smoothly and problems are swiftly addressed, which often calls for a hands-on approach. However, there are ways to use hands-off strategies that have proven to be so beneficial in other industries. Here are five keys to successfully integrating the approach in a healthcare setting.

1. Ask How You Can Help

Nursing takes both a physical and mental health toll on providers due to various factors, including long shifts, challenging interactions with patients, and exposure to illness and suffering. Depression rates are higher in nurses than in the general population. When nurses show up for shifts despite being unwell, their performance suffers. Instead of critiquing each error or shortcoming, quiet leaders address the root cause with empathy and support.

2. Focus On Results Instead of Isolated Behaviors

Have you ever noticed that each nurse has a unique way of tackling the day’s tasks? While one might spend hours at the nurses’ station talking to coworkers, another might have her nose glued to the computer screen.

Leaders who employ quiet managing strategies recognize that each employee is unique and can autonomously make decisions. By focusing on results, like patient experience scores and readmission rates, you send the message to your staff that it’s okay for them to work in their own way, as long as the results demonstrate productive nursing care.

3. Think Twice Before Scheduling Your Next Staff Meeting

Studies show that some meetings actually hinder productivity rather than promote it. Consider the material that you’re going to present. Is it new and necessary? Could you send an email instead? If you do move forward with the meeting, plan ahead so that you can deliver your talking points efficiently.

4. Develop a Trusting Attitude

Some managers have a hard time trusting employees to make the right decisions. However, showing that you trust your staff, even in small ways, may help you create a positive, healthy work environment and lift up your entire organization, including the patients that come to you for care.

5. Be Quiet, but Remain Present

Virtually all nursing professionals have experienced the nurse manager who’s never, ever on the floor. Instead, they stay holed up in a far-off office, away from the fray. Quiet leaders may be hands-off, but they’re not absent. They lead by example, sometimes jumping in to help. Ensure that staff has the resources they need, and be someone your team can count on when the going gets tough.

Want More Insights on Effective and Uplifting Management Styles?

Positive nurse-manager relationships can have big benefits — to other nurses, the facility, and patients. Quiet managing is a great strategy for improving staff morale and helping nurses feel more engaged at work. Get even more healthcare management tips and insights to empower your team and elevate your care.