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The one minute manager
- 1. The One MinuteManager By: Kenneth Blanchard, Ph.D & Spencer Johnson, M.D.
- 3. AUTOCRATIC MANAGERS •They are always keep on the top of the situation • They are hard nosed profit minded individuals • Their organizations seemed to win while their people lost
- 4. DEMOCRATIC MANAGERS •Interested in people • Participative, Supportive and Nice individuals • Give more importance to people than results
- 5. EFFECTIVE MANAGER •Effective managers , manage themselves and the people they work with so that both the people and the organization profit from their presence • ONE MINUTE MANAGER
- 6. ONE MINUTE MANAGER Takes very little time for him to get big results
- 7. Quote “People WhoFeel Good About Themselves – Produce Good Results”
- 8. 12 Ways toRecognize the Staff 1. Don’t Hesitate to acknowledge the good things 2. Praise in Public 3. Don’t publicly praise an individual on a team related effort 4. Post the result on the wall in big letters and in clear view to see
- 9. 12 Ways toRecognize the Staff 5. Make it publicly known when there is something positive to share about an employee 6. Create a storyboard on the wall to show motivational achievement 7. Recognize and praise quickly 8. Give praise recognition and positive feedback on what means the most to the individual and team.
- 10. 12 WAYS •9. Admiration of a person’s skill is a show of respect and recognition • 10. Go into detail regarding the recognition • 11. Write a letter, forward the email or write the e-mail yourself • 12. have someone in upper management take the time to acknowledge the individual or team
- 11. Three Secrets •One Minute Goal Setting • One Minute Praising • One Minute Reprimand
- 12. One Minute GoalSetting: Make clear what our responsibilities are and what we are being held accountable for
- 13. Goals (KPI’s) 20%Cash Flow (EBITDA) 35% Food Cost 32% Beverage Cost 4 Average Looloo 12% Labor Cost 90% Validation of Staff 20% Increase in Sales 20% Increase in Guest Count % Decrease in managers turnover
- 14. Agree on thegoals (OGSM)
- 15. 80% 20% GOALSETTING RULE
- 16. Describe what goodbehavior looks like
- 17.
- 18. Write goals in 250 words or less
- 19. KPI GOALS DEPTKPI 50% KPI 20% KPI 20% KPI 10% DINING SALES GUEST COUNT OPEX LOO LOO DOOR BAR
- 20. Look at performance,see how it matches the goals and give feedback
- 21.
- 22. Quote “Everyone IsA Potential Winner, Some People are Disguised as Losers, Don’t Let Their Appearances Fool You”
- 23. Commissary • Lester- Gas/Electricity/Water/Other Income • Wil - Sauces • Jun -Trimmings/Blends • Leo - Employees Meal/ Meat • Macee - Pastries
- 24. EXERCISE: HOW DOYOU FEEL ? • WHEN DO YOU WORK BEST (Kailan ka nagtrabaho ng mahusay)
- 25. SUMMARY: SECRET NO.1 ONE MINUTE GOALS • Goals should be printed for review • Goals should no more than 250 words • Goals should be clear and concise • 80/20 Rule-80% of your results will come from 20% of your goals • Read and re-read of your goals which requires only a MINUTE or so each time you do it
- 26. SUMMARY: ONE MINUTE GOAL • Take a minute every once in a while out of your day to look at your performance • See whether or not your behaviour matches your goal.
- 27. SOLVING PROBLEMS •Problems should be explored in definable terms • If you can’t explain what would you like to happen, then you don’t have a problem. You are just complaining • A problem only exists if there is a difference between what is actually happening and what you desire to be happening
- 28. One Minute Praising: Catch them doing right and praise them
- 29. Be Immediate, Don’tsave it till later
- 30. Examples OUTSTANDING TERRIFIC ELATED WOW! KUDOS VERY GOOD!!! CHEERS EXCELLENT WELL DONE AMAZING PERFECT UNBELIEVABLE ORIGINAL EXTRAORDINARY VERY WELL REMARKABLE TREMENDOUS FANTASTIC EXPERT OVERWHELMING WONDERFUL EXCEEDING BLOW ME AWAY UNUSUAL FASCINATING COOL SIGNIFICANT
- 31. Describe what theydid right
- 32. Share your feelingsabout what they did right and how it helps the organization and the other people who work there
- 33. Encourage them todo more of the same
- 34.
- 35. Quote “Help People Reach Their Full Potential – Catch Them Doing Something Right”
- 36. FEEDBACK IS THE BREAKFAST FOR CHAMPIONS
- 37. SUMMARY : ONEMINUTE PRAISING • Tell people up front that you are going to let them know how they are doing • Praise people immediately • Tell people what they did right-be specific • Tell people how good you feel about what they did right • Stop for a moment of silence to let them feel how good you feel • Encourage more to do the same • Shake hands or touch people in a way that makes it clear • That you support their success in the organization
- 38. One Minute Reprimand: Tough on performance not tough on the person
- 39. Quote “Goals Begin Behaviors – Consequences Maintain Behavior”
- 40. Be immediate, specific,and describe the poor performance
- 41. SOFT IN PEOPLEAND HARD IN RESULTS
- 42. Tell them howyou feel about what they did wrong
- 43. DON’T LET THEMFEEL STUPID! Encourage them and remind them how much you still value them as a person
- 44. Let them knowit is over
- 45. SUMMARY Seret 3 1. Tell people how they are doing 2. Reprimand people immediately 3. Tell them what they did specifically wrong 4. Shake hands, touch shoulder, let them know you are honestly on their side 5. Reaffirn that you value them as a person and employee but not their actions 6. When the reprimand is over it is over
- 46. Closing comment “TheBest Minute I Spend Is The One I Invest In People”
- 47. Quote “We AreNot Just Our Behavior – We Are The Person Managing Our Behavior”
- 48. One Minute Management Flow • He set 1 Minute Goals • He gave 1 Minute praising • He gave 1 Minute Reprimand • He encouraged the people he worked to do the same • The entire organization became effective.
Editor's Notes
- #7 Simply use a COMPILATION OF MANAGEMENT RESULTS
- #8 PEOPLE CRAVE PRAISE FOR DOING GOOD WORK> GIVE PRAISE AS OFTEN AS POSSIBLE> IN THE WORKPLACE IT REALLY HOLDS TRUE BECAUSE THEY SPEND 4o HOURS A WEEK> PEOPLE WANT TO BE HAPPY AND SECURE IN A PLACE AND SECURE IN A PLACE WHERE THEY SPEND SO MUCH TIME. IT ONLY TAKES A SECOND TO SAY THANK YOU AND GREAT JOB. 1. Don’thesitate to acknoledge the good things-project is completed, a complement f nice complementor another worker, a customer
- #13 The goal can be read in ONE MINUTE. The Manager and his subordinates both KEEP A COPY so everything is clear So they can TRACK THE PROGRESS
- #16 80% of your really important results will come from 20% of your goals. So you only do ONE MINUTE GOAL SETTING on that 20%. Goals will begin with behaviors. The goal can be read within ONE MINUTE. ONE MINUTE GOALS WORK BECAUSE EVERYONE IS MOTIVATED TO DO SOMETHING.
- #18 High in Sales Low in Budget
- #29 Treat employees like snowflakes- Every employees responds differently to recognition Never Wait- The greater the interval between performance and recognition, the lower the impact Try the Just because flower approach
- #31 Give them sincere praise
- #32 REINFORCE THEIR ABILITIES. USE CONTACT TO REINFORCE CONFIDENCE.
- #33 He HAD CONTACT IN 2 WAYS: 1. First he observe all our activities 2. he made us a detail record of our progress and ask us to submit to him Weekly meeting to report the progress
- #36 LEVY earlier thought that one minute manager is SPYING but later he found out that the manager was trying to CATCH US DOING SOMETHING RIGHT. 1 Min manager puts his hands on our shoulders because he cares for us and wants us to prosper. It takes less than one minute to praise and notice and you care for the employees.
- #40 REPRIMAND ONLY after becoming aware of a problem/ issue that requires a reprimand REPRIMAND ONLY IF YOU HAVE ACTUAL KNOWLEDGE OF THE ISSUE. SIT WITH THE PERSON AND NOT ACROSS AND PLEASE DON’T MAKE PEOPLE INFERIOR!
- #48 Eliminate THE BEHAVIOR AND KEEP THE PERSON