The document outlines the key concepts of 'The One Minute Manager,' focusing on three effective management techniques: one minute goal setting, one minute praising, and one minute reprimand. Each technique emphasizes the importance of clear communication, timely feedback, and fostering a supportive environment to motivate employees and enhance productivity. The overall goal is for managers to inspire their teams through direct and constructive interactions, ultimately fostering a culture of accountability and success.

1. THE ONE MINUTE MANAGER
Author -KENNETH BLANCHARD & SPENCER JOHNSON
Presented By
Pratim Banerjee

2. Objective
• Effective ways to manage people in a little amount of time.
• 3 steps you can use to manage people successfully.
• Managers can help people stay motivated to work harder.
• We become our own managers and make decisions for
ourselves.
“The best minute I spend is the one I invest in people”

3. Step One : One Minute Goal Setting
• One minute goal setting requires you to write down your
goals before trying to achieve them.
• The goals should be no more than 250 words so that you are
able to read it in one minute.
• Writing down your goals and expectations allows both the
manager and employee to understand what is expected of
them.
• More time should be spent with a person at the beginning of
a new responsibility because you are trying to train this
person to do the task successfully.

4. Step One : One Minute Goal Setting
• Agree on your goals.
• See what good behaviour looks like.
• Write out each of your goals on a single sheet of paper using
less than 250 words.
• Read and re-read each goal, which requires only a minute or
so each time you do it.
• Take a minute every once in a while out of your day to look at
your performance, and See whether or not your behaviour
matches your goal.

5. Benefits: One Minute Goal Setting
• No surprises – everyone knows what is expected from the
beginning.
• Employee is responsible for solving his own problems and
achieving the goals he/she has set.
1. When faced with a difficult situation, manager should encourage employee to
Think, Analyse and Act on the problem.
2. Both Manager and employee will benefit:
I. Manager has more time to focus on his work.
II. Employee learns how to think around problems and solve them.
• Positive impact on productivity, efficiency and self-
development of personnel.

6. Step Two: One Minute Praising
• One minute praising requires the manager to give crystal-clear
feedback to their employees. The manager catches the
employee doing something right and praises them
immediately. Also, make friendly contact with that person to
let them know you are proud of their behaviour. Always let
them know what they did right so they will repeat the desired
behaviour. It is important to be consistent when praising a
person. The more consistent then the higher the organization.

7. Step Two: One Minute 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 and be specific.
• Tell people how good you feel about what they did right, and
how it helps the organization and the other people who work
there.
• Stop for a moment of silence to let them “feel” how good you
feel.
• Encourage them to do more of the same.
• Shake hands or touch people in a way that makes it clear that
you support their success in the organization.

8. Benefits: One Minute Praising
• By providing instant and sincere feedback, and praising, the
employee will:
1. Feel more pleased with their work
2. Gain more confidence
3. Try to continuously improve
4. Develop a good relationship with their manager
• No surprises at the time of Performance Review:
1. Why do some managers wait until the Performance Review to assess employee’s
performance?
• Timely feedback may correct behaviours and performance instantly and return
better results

9. Step Three: One Minute Reprimand
• When an individual makes a mistake respond to the behaviour
immediately.
• Let that person know that you are not happy with their
behaviour.
• After letting them know what you are disappointed you need
to express to them how important they are to the success of
your company .
• Never attack a person, only attack their behaviour.
• Also, once the reprimand is over then do not bring it back up
unless that specific behaviour is displayed again.

10. Step Three: One Minute Reprimand
“In first half minute of reprimand”
• Tell people beforehand that you are going to let them know
how they are doing in no uncertain terms.
• Reprimand people immediately.
• Tell people what they did wrong and be specific.
• Tell people how you feel about what they did wrong-in no
uncertain terms.
• Stop for a few seconds of uncomfortable silence let them feel
what you feel.

11. Step Three: One Minute Reprimand
“In second half minute of reprimand”
• Shake hands, or touch them in a way that lets them know you
are honestly on their side.
• Remind them how much you value them.
• Reaffirm that you think well of them but not of their
performance in the situation.
• Realize that when the reprimand is over, it’s over.

12. Benefits: One Minute Reprimand
• Serve as a way to quickly respond and correct employee’s bad
performance:
1. Manager doesn’t wait until Performance Review to inform employees.
• Employee realizes that the Manager wants him to succeed.

13. The One Minute Manager’s “Game Plan”

14. Conclusion
• The steps in this book are designed to help us achieve our goals
and objectives.
• Managers who care about their employees successes, will inspire
them to perform at a higher level of enthusiasm.
“People Who Feel Good About Themselves Produce Good Results”
“Happy Employees are Productive Employees”

15. Tips for Effective Communication
• Tell your employees what your expectations are for them.
• Correcting bad behaviour immediately and explain why it was
a mistake.
• Praising good behaviour immediately so that know you are
observing and like what they are doing.
• Make a special type of appropriate contact.
• Spend less time repeating yourself.
• Make sure your employees understand that they need to be
listening.
• When communicating only attack the behaviour of that
person.

16. Questions?

17. Thank you…