What’s it about?
With over 13 million global sales, One Minute Manager is a classic that is still changing the workplace. It shows how managers can get outstanding results from their employees while minimizing the time spent actively managing them. A minute manager needs only three simple tools to increase productivity – and change a company.
About the author:
Ken Blanchard is a business consultant, speaker, and best-selling author, as well as the chief spiritual officer of The Can Blanchard Companies, who has coached multinational giants from Shell to Merck.
Spencer Johnson, MD, author of the New York Times chart-topper who moved my cheese? And a former Leadership Fellow at Harvard Business School.
This is the business of the people: the way managers show outstanding performance by promoting their employees
How would you describe the basic job of a manager? Is it to control a company’s finances? New products developed? Or sell goods? Well, the answer is in the job title: The manager’s job is to manage the company’s employees.
The sole purpose of a company is to make a financial profit. However, this goal has only been achieved through the efforts of employees. The quality of these efforts is the main operator of the success or failure of the whole organization, which makes them the most important element of the business. That is why managers are needed to maximize the potential of the workers and thus maximize the company’s profits.
Unfortunately, companies ignore this. Although they spend more than 70% of their budget on salaries, most of them fail to spend less than 1% on training their employees.
Many managers are unaware of the connection between employees and financial well-being, which leads to their downfall over time.
Two types of managers are common in this field. First, there are managers who care about the well-being of their employees and ultimately damage the company’s performance to keep them happy. Those managers fail to provide helpful notes to workers and do not dare to point out their mistakes which often end up on them. Of course, this leads to a catastrophe.
There are other types of tough managers who are willing to override anything to improve the company’s success. They constantly blame employees for not doing enough, which encourages them.
What you want is a cross-section between the two scenarios where you make sure your employees feel safe while delivering high-quality performances. How can you do that? By managing your employees properly!
One Minute Goal: How to Implement Employee Goals You Can Go to in a Minute:
You can assume that you can do nothing more than drink a cup of water or send a short message in a minute, but managers who know how to use their time efficiently can do amazing things in 60 seconds. How? Described by setting one-minute goals and measuring performance.
How does it work? Well, first, you agree with your employee on his goals, each of which is written in more than 250 words. That way, the goal itself can be read in less than a minute, and you will both have a clear idea of the goal without misunderstandings.
Since most companies do not have solid responsibilities, they often rely on their manager’s feedback, which is usually negative because they often focus on mistakes. However, if you have a one-minute goal, employees will have a solid goal to focus on and strive for. And they will be encouraged to self-supervise their work.
But if every goal takes a piece of paper, if you have many goals you can sink under them. That’s why you need to follow the principle of 80-20 goals. About 80% of an employee’s work is focused on getting 20% of his or her work done, so you would describe this 20% as 3 to 6 goals.
One minute definition: Give your employees positive feedback when they deserve it:
Employees get negative feedback, not positive praise. This is because managers only notice what is happening when something goes off track, and someone makes a mistake. This can be frustrating for an employee and can lead to discouragement. For this reason, managers should get in the habit of praising their employees for a minute.
This compliment is a way to show gratitude and satisfaction to the worker for their good work, and it must be specific and sincere in order to be effective.
You could say something like, “Jacob, you did a great job with your presentation yesterday! Your attention to detail made me very proud.” Can
One minute praise shows employees that their manager is valued and appreciated and has a high expectation of meeting them. It is especially important to use a one-minute compliment for newcomers to make them feel comfortable and motivate them to perform at their best.
You can let your workers know in advance that you will review them on a specific project to build a strong sense of trust between them.
Do you still doubt why a one-minute definition is effective? Well, when employees are appreciated, they are encouraged to perform well which is ultimately in the best interest of the company and its profits.
One minute reprimand: How to express your disapproval without insulting the value of the employee:
It takes a minute to reprimand someone on his slip, just as it takes a minute to praise him for his good performance. So when you deal with experienced employees, a minute’s reprimand is the best way to show respect for their mistakes.
When employees are experienced, they should know and appreciate a minute’s purpose in advance so that they know what is expected of them by now. But if they slip into their work, they should expect a minute’s reprimand to review their mistakes.
Like a one-minute compliment, a reprimand should be quicker after a manager reports an accident. And a reprimand should include a definite explanation of what went wrong and how it makes you feel as a manager.
However, you should not show any strong feelings or discomfort after this conversation. The employee should feel completely safe and valued in their workplace. Sure, he made a mistake, but that doesn’t mean he’s a worker, or that he shouldn’t have been employed in the first place.
Why is a minute’s reprimand effective? Because it makes the employee realize that his mistake is being treated fairly. Reprimand follows direct error, so neither side has time for animosity. Things are discussed immediately and cleared up without any delay.
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