What’s it about?

With global sales of over 13 million, The One Minute Manager is a classic that’s still changing the workplace. It demonstrates how managers can get outstanding results from their employees while spending as little time actively managing them as possible. A one minute manager requires just three simple tools to heighten productivity – and transform a company.

About the author:

Ken Blanchard is a business consultant, speaker, and bestselling author, as well as the Chief Spiritual Officer of The Ken Blanchard Companies, who have coached multinational giants from Shell to Merck.

Spencer Johnson, MD, is the author of New York Times chart-topper Who Moved My Cheese? and a former Leadership Fellow at the Harvard Business School.

It’s a people’s bussiness: the way managers deliver the most prominant preformance by developing their emloyees:

How would you describe the core of a mangers job? Is it to control a company’s finances? Developed new products? Or sell goods? Well, the answer is in the job’s title: a manager’s job is to manage the company’s employees.

The sole goal of a company is to gain financial profits. However, this goal is only established by the efforts of the employees. The quality of those efforts is the main operator of the whole organization’s success or failure, which makes them the most crucial element of a business. This is why managers are needed to maximize the workers’ potential and thus maximize the company’s profit.

Unfortunately, companies tend to overlook that. Even though they spend more than 70% of their budget on salaries, most of them fail to invest as little as one percent of their employees’ training.

Not enough managers are aware of the connection that exists between the employees and financial improvement, which leads, in time, to their fall.

Two types of managers are common in this field. The first one holds managers who care deeply about their employees’ well-being and eventually harm the company’s performance to keep them happy. Those managers fail to provide the workers with helpful notes and wouldn’t dare point their mistakes which often ends in them taking the fall all by themselves. Undoubtedly, this leads to a tremendous disaster.

The second type has the harsher managers that are willing to override anything to improve the company’s success. They constantly reproach the employees for not doing enough, which takes away their motivation.

What you want is a cross-section between those two scenarios where you ensure that your workers feel safe while still delivering high-quality performances. How can you do that? By rightfully managing your employees!

Did you know that most companies spend the majority of their budget on emloyees’ salaries?

Fun fact

The one minute goal: how to apply emloyee goals that you can go over in a minutes:

You might assume that you can’t do more than drink a cup of water or send a brief message in one minute, but managers that know how to use their time efficiently can do wonders in 60 seconds. How? by setting one minute goals concise and outlined by performance metrics.

How does it work? Well, first, you agree with your employee on his goals, each of which is written briefly in no more than 250 words. This way, the goal itself can be read in less than a minute, and both of you will have a clear idea of the goal without misconceptions.

Because most companies don’t have concrete responsibilities, they often rely on their manager’s feedback which is usually negative since they mostly focus on mistakes. However, if you have a one minute goal, the employees will have a solid goal to focus on and strive for. And they’ll be motivated to monitor their work by themselves.

But if each goal takes one paper, you could still be drowning under a pile of them if you have multiple goals; that’s why you need to adhere to the 80-20 goal-setting rule. Almost 80% of an employee’s work is concentrated toward achieving 20% of his work, so you would define that 20% as in 3 to 6 aims at most.

Did you know that all the efforts emloyees put in goes towards only 20% of their goals?

fun fact

The one minute praise: give your emloyees positive feedback when they deserve it:

Employees tend to receive negative feedback and not positive praise. That’s because managers only ever notice what’s happening when something goes off track, and someone makes a mistake. This can be frustrating to an employee and can lead to stripping him from his motivation. For this reason, managers should get to the habit of giving their employees one minute praise.

This praise is a way to show the worker gratitude and satisfaction toward their good work, and it should be specific and sincere in order to be effective.

You can say something like, “Jacob, you did a great job on your presentation yesterday! your attention to detail made me so proud.” this praise can be accompanied with a physical gesture like a pat on the back if it’s appropriate.

One minute praises show the employees that they are valued and appreciated by their manager and set a high expectation for them to meet. It’s especially crucial to use the one minute praise on new hires to make them feel comfortable and motivate them to bring out their best.

You can also friendly alert your workers beforehand that you will review them on a certain project to build a strong sense of trust between you.

Do you still doubt why the one minute praise is effective? Well, when employees feel appreciated, they become encouraged to give out a staller performance which ultimately is in the best interest of the company and its profits.

The one minute reprimand: how to express your unapproval without disrespecting the emloyee’s value:

It takes one minute to reprimand someone for his slips, just like it takes one minute to praise him for his good performance. So when you deal with experienced employees, the one minute reprimand is the best way to point their mistakes respectfully.

When employees are experienced, they should be already familiar with the one minute goal and praise so by now they would know what is expected of them. But if they slip in their work, they should also expect a one minute reprimand that assesses their errors.

Similar to the one minute praise, the reprimand should be given sooner better than later after the manager notices a mishap. And a reprimand should include an exact explanation of what went wrong as well as how it makes you, as a manager, feel.

However, you shouldn’t show any kind of hard feelings or acrimony after this conversation. The employee should feel entirely safe and valued in his workplace. Sure, he would have made a mistake, but that doesn’t define him as a worker, or he shouldn’t have been employed in the first place.

Why is the one minute reprimand effective? Because it makes the employee feel that his error is treated fairly. The reprimand follows the mistake directly, so neither party would’ve had time to be hostile. Things are rather talked through immediately and cleared without delay.

“Unless discipline occurs as close to the misbehavior as possible, it tends not to be as helpful in influencing future behavior.”

-The One Minute Manager