Set Goals, GIve Positive Feedback and Address Improvement Areas

I was planning writing this blog in one minute but I couldn’t do it. In fact, it’s taken me two minutes to write up to this point! I know; I type slowly! Anyways, how does it make sense to be a One Minute ManagerĀ? Well, by using one minute goals, one minute praisings and one minute reprimands, this book provides a clear, concise way to be an effective, successful manager. That’s why it’s ranked as our top management book!

Over the last twenty years, millions of international managers, from small to large businesses, have used the concepts from The One Minute ManagerĀ as their management bible. This book gives great advice on how to manage people effectively and to improve productivity.

Let’s start by talking about the one minute goal.
This does not mean that you need to define your goal in only one minute or achieve it in one minute. It means you can explain your goals in a clear way so that it will only take one minute to understand it. By breaking complex goals down into simple, clear goals that can be displayed on a sheet of paper, it will be easier for employees to understand what is expected of them and what they need to do to be successful.

If your employees are doing a great job and exceeding your (and customer’s) expectations, you should give them positive feedback in a simple, concise manner. This is referred to in the book as a one minute praising. By appreciating your employees when they do well, your employees will be motivated to do a job well again!

On the other hand, if an employee does a job poorly (or shows a lack of effort), he/she should be approached immediately to be told what was wrong and how he/she could improve. This is called a one minute reprimand. When doing this, you should focus on the job and not the person. You should tell the employee that the work completed was below your expectations, while letting the employee know that you believe he/she could have done better work.