The New One Minute Manager

The New One Minute Manager 1. One-minute goal setting When I first was reading about the one-minute goal setting I was extremely confused. I put it into perspective and thought that if my manager told me to write a goal every month I’d be so confused. After reading a thorough explanation of what a one-minute goal setting was I actually really liked the idea of it. As a manager you should always make it clear to your employees what their responsibilities are and what they need to be accountable for. After being help accountable, a “goal” essentially should be created so they can both agree on what needs to be done. I feel that making these small little goals after being told what is expected is a great way to handle a business. At my job for example, each month we have a target revenue and when we don’t reach it our manager explains to us new ways to reach our target. He advises us with new ways to interact with customers to reach target. With the goal your manager is aware that you know what needs to be done and how you’re going to handle it. The explanation of oneminute goal setting when they were explaining the difference between a complaint and a problem was so accurate. It was explained perfectly by saying “A problem only exists if there is a difference between what is actually happening and what you desire to be happening.” If you don’t desire a change in the environment you’re in, then you are simply just complaining. 2. One-minute Praising I love the idea of the one-minute praising. I wouldn’t expect my manager or any manager to do something like this and that’s why I value this idea so much. Usually managers only have something to say to you when you’ve messed up or done something wrong. With this they are letting you know and appreciate what you’re doing right in your job. Every time my manager says he needs to speak with me or comes over to talk to me I always think and know it’s going to be something I did wrong. Sometimes he’ll compliment the hard work I put in a shift, but most of the time it’s just telling me what I’ve done wrong. When a manager does something like one-minute praising it creates a better working environment. It makes the work place more relaxed and doesn’t make the employees feel on edge every time their manager wants to have a word with them or when their manager is approaching. Also, I like that it’s only a minute of praising because like they wrote “you don’t have to praise someone for very long them to know you noticed and you care.” It’s an extremely nice gesture and makes employees feel appreciated and welcomed by their managers in the work place. 3. One-minute Reprimand No one likes being reprimanded at work, but it all happens no matter how hard we try to prevent it. The way the one-minute reprimand works I basically making your employee feel as if you’re on their side at that your manager isn’t attacking you as a person, but instead commenting on your behavior. Getting reprimanded is a horrible feeling, but with the one-minute reprimand it makes you come to an understanding that everyone makes mistakes. With this it’s just your employer letting you know that you’ve done wrong it’s okay and that you know you have to fix it and do better. Doing this makes the situation fair and gets so much accomplished. When you just attack and talk down to your employees after they’ve accidentally made a mistake gets you absolutely nowhere. At my workplace when I’ve done something wrong my manager usually just sends out an email telling me what I’ve done wrong and what should’ve done or what the right thing to do was. I’d prefer a method like the one-minute method so I know he’s not coming from a hostile place and he’s understanding with me. 4. Why one-minute praising works One-minute praising works because it rewards people for doing something right, which encourages and motivates them to keep doing what they’re doing and to even do better than that. When managers just focus on calling their employees out for doing something wrong then it gives them no motivation to do better because they think and know that their manager doesn’t care. The example they used to explain it with the baby and it trying to learn how to walk by standing them up screaming walk and then hitting them after they fall down. That gets you nowhere, at that rate the baby is never going to walk. It’s the same way in the work environment, when you constantly just speak to your employees when they do something wrong then they’re going to be on edge and keep messing up. Oneminute praising works because it creates a relationship between manager and employee that shows that they care and that you aren’t just there to make them money. With the praising after doing something right, it shows that they appreciate what you’re doing and that you’re doing great at your job. After I get praised for making my target at my job or having a great shift I feel great about myself and I feel appreciated for what I’m doing for the company. 5. What would the one-minute manager have to say the CEO of Stryker The one-minute manager would tell the CEO of Stryker that you should encourage and motivate your employees every day. Not just when they’re doing something wrong. He would tell the CEO about his three steps about the oneminute praising, reprimanding, and goal setting. He would tell him that in order to be the best CEO he could be he should apply those strategies in the work environment. The one-minute manager would tell him not to rely on something like a reward as his motivation, but to be motivated on a daily basis by his abilities and the things going on around him. If you simply just focus on an award as motivation after you receive it, or worse don’t receive it then all your motivation disappears and you simply don’t put in 100% anymore. The way the one-minute manager runs things, it makes his employees try their best and always succeed at what they’re doing because they have a clear understanding of what to do and how to do it.