The document discusses the "One Minute Manager" approach to goal setting, praising, and reprimanding employees. It advocates setting goals that will result in 80% of outcomes from 20% of goals. It also recommends praising employees immediately when something is done right, making personal contact to show appreciation, and only reprimanding the specific behavior while reassuring the employee's value. The one minute approach provides clear expectations, recognition of good performance, and timely feedback to improve future behaviors.

1. The One MinuteThe One Minute
ManagerManager
By:By:
Julie BeardJulie Beard

2. One Minute Goal Setting:One Minute Goal Setting:
 80/20 Rule: 80% of your really80/20 Rule: 80% of your really
important results will come fromimportant results will come from
20% of your goals.20% of your goals.
 One minute goal setting is aOne minute goal setting is a
philosophy of “no surprises”-philosophy of “no surprises”-
everyone knows what iseveryone knows what is
expected from the beginning.expected from the beginning.

3. One Minute Praising:One Minute Praising:
 Always be open about anAlways be open about an
employees performance.employees performance.
 Praise immediately.Praise immediately.
 Try and let the employee “feel”Try and let the employee “feel”
how good you feel about theirhow good you feel about their
performance.performance.
 Make contact, it ensures youMake contact, it ensures you
care and want them to prospercare and want them to prosper

4. 33rdrd
Secret to an EffectiveSecret to an Effective
Manager: One MinuteManager: One Minute
Reprimands:Reprimands:
 Reprimanding immediately enables anReprimanding immediately enables an
understanding of responsibilities and howunderstanding of responsibilities and how
to complete them correctly.to complete them correctly.
 Always reprimand only their action andAlways reprimand only their action and
remember to let them know they areremember to let them know they are
appreciated. It was the performance youappreciated. It was the performance you
did not like.did not like.
 Reprimand and Reassurance go hand inReprimand and Reassurance go hand in
hand and are equally important.hand and are equally important.
 Never leave the latter out, it can ultimatelyNever leave the latter out, it can ultimately
result in your employees disliking you andresult in your employees disliking you and
they may attribute mistakes to being worththey may attribute mistakes to being worth
less.less.

5. Why One Minute Goal SettingWhy One Minute Goal Setting
Works…..Works…..
 As a manager, you have 3 options toAs a manager, you have 3 options to
choose from:choose from:
·· You can hire a winner-though theyYou can hire a winner-though they
are hard to find and cost moneyare hard to find and cost money
·· If you can’t hire a winner, hire oneIf you can’t hire a winner, hire one
who has the potential to become awho has the potential to become a
winner-and train them systematicallywinner-and train them systematically
to become a winner or….to become a winner or….
··PRAYPRAY

6. Why One Minute PraisingWhy One Minute Praising
Works…..Works…..
 It is “effective”It is “effective”
 Praising is done “every time”Praising is done “every time”
something right is donesomething right is done
 Always try to create a situationAlways try to create a situation
in which you can give a onein which you can give a one
minute praisingminute praising
 Praising= less turnoverPraising= less turnover

7. Why One Minute ReprimandsWhy One Minute Reprimands
Work…..Work…..
 Feedback on a reprimand isFeedback on a reprimand is
immediate-it helps enhance futureimmediate-it helps enhance future
behaviorsbehaviors
 The subordinate ‘hears’ theThe subordinate ‘hears’ the
feedback-handling one behavior at afeedback-handling one behavior at a
time seems more fair and clear totime seems more fair and clear to
themthem
 The behavior is the only thing that isThe behavior is the only thing that is
reprimanded-not the value of thereprimanded-not the value of the
person themselvesperson themselves