One Minute Goals

• Manager should spend most of the time discussing goals and setting expectations with employees at the beginning
• Agree on goals and make clear what each one is responsible and accountable for
• Each one minute goals should be written and contain no more than 250 words
• Three to Six one minute goals and the 80/20 rule – 80% of your important results come from 20% of your goals
• Both manager and employee keep copies of goals

Benefits

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

How It Works

• Agree on your goals
• See what good behavior 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 behavior matches your goal

One Minute Praisings

People who feel good about themselves produce good results.

• Manager's promise of providing feedback on a timely basis
• Manager wants employee to succeed
• Manager should observe employees' activities closely
• Employee should keep and share with manager detailed records of his progress
• Catch employees doing something right. Manager then gives employee a One Minute Praising
• At the moment the employee does something right, the manager:
  • Meets with employee and let him know what he did right
  • Is sincere and tells him how good he feels about what employee did
  • Encourages employee to keep performing at a high level
  • This takes approximately one minute

Benefits

By providing instant and sincere feedback, and praising him, the employee will:

• Feel more pleased with his work
• Gain more confidence in what he does
• Try to continuously improve what he does
• Develop a good relationship with his manager

No surprises at time of Performance Review (PR)

• Why do some managers wait until the PR to assess employee performance?
• Timely feedback may correct behaviors instantly

Works Well When You

• Tell people up front that your 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, and how it helps 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

One Minute Reprimands

• Occurs when manager is aware of a mistake made by employee
• When manager is aware, he should:
  • Respond quickly by meeting with the employee
  • Confirm the facts with him
  • Shares his feeling about the situation
• Then the manager:
  • Affirms how competent the employee is
  • Says that he knows the action caused by employee is something he's not used to see in his performance
  • Should mention that he would not welcome the same mistake again

Benefits

• Serve as a way to quickly respond and correct employee's bad performance
• Manager does not wait until Performance Review to inform employee
• Employee realizes that Manager wants him to succeed

Works Well When You

• Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms

The first half of the reprimand:

• Reprimand people immediately
• Tell people what they did wrong – be specific
• Stop for a few seconds of uncomfortable silence to let them feel how you feel

The second half of the 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 this situation
• Realize that when the reprimand is over, it's over

One Minute Manager Game Plan