The One Minute Manager


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I delivered this presentation to Power Grid Engineering’s managers and staff and explained them the positive effects that effective people management techniques have on employee productivity.

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The One Minute Manager

  1. 1. The One Minute Manager By: Ken Blanchard & Spencer Johnson Rafael Irastorza
  2. 2. One Minute Management <ul><li>The method covered in the book teach us… </li></ul><ul><li>Effective ways to manage people in a little amount of time </li></ul><ul><li>3 steps you can use to manage people successfully </li></ul><ul><li>Managers can help people stay motivated to work harder </li></ul><ul><li>We can become our own managers and make decisions for ourselves </li></ul>
  3. 3. First Step: One Minute Goals <ul><li>Manager should spend most of the time discussing goals and setting expectations with employees at the beginning </li></ul><ul><li>Agree on goals and make clear what each one is responsible and accountable for </li></ul><ul><ul><li>This way the manager and employee know what, when, and how a project is expected to be delivered </li></ul></ul><ul><li>Each one minute goals should be written and contain no more than 250 words </li></ul><ul><li>Three to Six one minute goals and the 80/20 rule </li></ul><ul><ul><li>80% of your important results come from 20% of your goals </li></ul></ul><ul><li>Both manager and employee keep copies of goals </li></ul>
  4. 4. Benefits of One Minute Goals <ul><li>No surprises – everyone knows what is expected from the beginning </li></ul><ul><li>Employee is responsible for solving his own problems and achieving the goals he set </li></ul><ul><ul><li>When faced with a difficult situation, manager should encourage employee to Think, Analyze and Act on the problem, </li></ul></ul><ul><ul><li>Both manager and employee will benefit </li></ul></ul><ul><ul><ul><li>Manager has more time to focus on his work </li></ul></ul></ul><ul><ul><ul><li>Employee learns how to think around problems and solve them </li></ul></ul></ul><ul><li>Positive impact on productivity, efficiency and self-development of personnel </li></ul>
  5. 5. One Minute Goal is Simply <ul><li>Agree on your goals </li></ul><ul><li>See what good behavior looks like </li></ul><ul><li>Write out each of your goals on a single sheet of paper using less than 250 words </li></ul><ul><li>Read and re-read each goal, which requires only a minute or so each time you do it </li></ul><ul><li>Take a minute every once in a while out of your day to look at your performance, and </li></ul><ul><li>See whether or not your behavior matches your goal </li></ul>
  6. 6. Second Step: One Minute Praisings <ul><li>Manager’s promise of providing feedback on a timely basis </li></ul><ul><ul><li>Manager wants employee to succeed </li></ul></ul><ul><li>Manager should observe employees’ activities closely </li></ul><ul><li>Employee should keep and share with manager detailed records of his progress </li></ul><ul><li>Catch employees doing something right </li></ul><ul><li>Manager then gives employee a One Minute Praising </li></ul><ul><ul><li>At the moment the employee does something right, the manager: </li></ul></ul><ul><ul><ul><li>Meets with employee and let him know what he did right </li></ul></ul></ul><ul><ul><ul><li>Is sincere and tells him how good he feels about what employee did </li></ul></ul></ul><ul><ul><ul><li>Encourages employee to keep performing at a high level </li></ul></ul></ul><ul><ul><ul><li>This takes approximately one minute </li></ul></ul></ul>
  7. 7. Benefits of One Minute Praisings <ul><li>By providing instant and sincere feedback, and praising him, the employee will: </li></ul><ul><ul><li>Feel more pleased with his work </li></ul></ul><ul><ul><li>Gain more confidence in what he does </li></ul></ul><ul><ul><li>Try to continuously improve what he does </li></ul></ul><ul><ul><li>Develop a good relationship with his manager </li></ul></ul><ul><li>No surprises at time of Performance Review (PR) </li></ul><ul><ul><li>Why do some managers wait until the PR to assess employee performance? </li></ul></ul><ul><ul><ul><li>Timely feedback may correct behaviors instantly </li></ul></ul></ul>
  8. 8. The One Minute Praising Works Well When You <ul><li>Tell people up front that your are going to let them know how they are doing </li></ul><ul><li>Praise people immediately </li></ul><ul><li>Tell people what they did right – be specific </li></ul><ul><li>Tell people how good you feel about what they did, and how it helps the other people who work there </li></ul><ul><li>Stop for a moment of silence to let them “feel” how good you feel </li></ul><ul><li>Encourage them to do more of the same </li></ul><ul><li>Shake hands or touch people in a way that makes it clear that you support their success in the organization </li></ul>
  9. 9. Third Step: One Minute Reprimands <ul><li>Occurs when manager is aware of a mistake made by employee </li></ul><ul><li>When manager is aware, he should: </li></ul><ul><ul><li>Respond quickly by meeting with the employee </li></ul></ul><ul><ul><li>Confirm the facts with him </li></ul></ul><ul><ul><li>Shares his feeling about the situation </li></ul></ul><ul><ul><li>Then the manager: </li></ul></ul><ul><ul><li>Affirms how competent the employee is </li></ul></ul><ul><ul><li>Says that he knows the action caused by employee is something he’s not used to see in his performance </li></ul></ul><ul><ul><li>Should mention that he would not welcome the same mistake again </li></ul></ul>
  10. 10. Benefits of One Minute Reprimands <ul><li>Serve as a way to quickly respond and correct employee’s bad performance </li></ul><ul><ul><li>Manager does not wait until Performance Review to inform employee </li></ul></ul><ul><li>Employee realizes that Manager wants him to succeed </li></ul>
  11. 11. The One Minute Reprimand Works Well When You <ul><li>Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms </li></ul><ul><ul><li>The first half of the reprimand: </li></ul></ul><ul><li>Reprimand people immediately </li></ul><ul><li>Tell people what they did wrong – be specific </li></ul><ul><li>Stop for a few seconds of uncomfortable silence to let them feel how you feel </li></ul><ul><li>The second half of the reprimand </li></ul><ul><li>Shake hands, or touch them in a way that lets them know you are honestly on their side </li></ul><ul><li>Remind them how much you value them </li></ul><ul><li>Reaffirm that you think well of them but not of their performance in this situation </li></ul><ul><li>Realize that when the reprimand is over, it’s over </li></ul>
  12. 13. Conclusion <ul><li>The three steps highlighted in this book are designed to help us achieve our goals and objectives within the firm in a more efficient manner. We have learned that managers who care about their employees successes will inspire them to perform at a high level and with a clear enthusiasm. </li></ul><ul><li>At Power Grid Engineering, both managers and employees should constantly keep in mind the importance of excellent people-management techniques since these are in great part what propels high performance, productivity and efficiency within an organization. </li></ul><ul><li>“ People Who Feel Good About Themselves Produce Good Results” </li></ul><ul><li>“ Happy Employees are Productive Employees” </li></ul>