Anphabe Company believes that in the context of many concepts such as "silent resignation", "silent dismissal" or "silent cutback" continuously appearing, "silent management" represents a sustainable and humane leadership approach.
Anphabe Company emphasizes that "silent management" does not mean laxity or irresponsibility, but rather a management style that requires very high proactiveness in listening, understanding and supporting employees. Managers no longer stick to each working hour, do not supervise excessively, and do not organize too many formal meetings. Instead, they focus on building a working environment based on trust, allowing employees to choose a working style that suits them and giving them proactiveness to control progress and how to complete work.
For workers, "silent management" brings many clear benefits – both emotionally and in terms of performance. In an environment with less pressure of control, workers are empowered more, thereby developing self-confidence and self-control. They feel trusted, recognized for their abilities, and given the opportunity to adjust their work to their own pace and style.
A less stressful environment will help improve mental health – which is a prominent issue in many organizations today.
Anphabe company also affirms that although "silent management" sounds taciturn, communication is the core foundation of this style. A silent manager will not hold many meetings, but each communication is effective, clear and carries a positive message.
In addition, Anphabe Company recommends that the "silent management" model cannot be applied by any organization. For businesses in the startup phase, production environments with high safety requirements, or teams with uneven capacity, loose control can cause risks to performance or quality.
However, in systematic organizations with a culture of trust and a team of autonomous personnel, Quietly Managing will be a significant step forward to improve cohesion, retain talent and create a happier working environment.
