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1 min manager

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Page 1: 1 min manager

The One Minute Manager

By

THE SEARCH

THEME AND STORY

People Who Feel Good About Themselves Produce Good Results

One Minute Goal Settingbull 8020 Rule 80 of your really important results will

come from 20 of your goals

bull One minute goal setting is a philosophy of ldquono surprisesrdquo-everyone knows what is expected from the beginning

One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like

3 Write out each of your goals on a single sheet of paper using less than 250 words

4 Read and re-read each goal which requires only a minute or so each timeyou do it

5 Take a minute every once in a while out of your day to look at your performanceand

6 See whether or not your behavior matches your goal

Why One Minute Goal Setting Workshellip

bull As a manager you have 3 options to choose from

You can hire a winner-though they are hard to find and cost money

If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip

PRAY

HELP PEOPLE REACH THEIR FULL POTENTIAL

CATCH THEM DOING SOMETHING RIGHT

One Minute Praisingbull Always be open about an employees performance

bull Praise immediately

bull Try and let the employee ldquofeelrdquo how good you feel about their performance

bull Make contact it ensures you care and want them to prosper

One Minute Praising Summary

1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 2: 1 min manager

THE SEARCH

THEME AND STORY

People Who Feel Good About Themselves Produce Good Results

One Minute Goal Settingbull 8020 Rule 80 of your really important results will

come from 20 of your goals

bull One minute goal setting is a philosophy of ldquono surprisesrdquo-everyone knows what is expected from the beginning

One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like

3 Write out each of your goals on a single sheet of paper using less than 250 words

4 Read and re-read each goal which requires only a minute or so each timeyou do it

5 Take a minute every once in a while out of your day to look at your performanceand

6 See whether or not your behavior matches your goal

Why One Minute Goal Setting Workshellip

bull As a manager you have 3 options to choose from

You can hire a winner-though they are hard to find and cost money

If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip

PRAY

HELP PEOPLE REACH THEIR FULL POTENTIAL

CATCH THEM DOING SOMETHING RIGHT

One Minute Praisingbull Always be open about an employees performance

bull Praise immediately

bull Try and let the employee ldquofeelrdquo how good you feel about their performance

bull Make contact it ensures you care and want them to prosper

One Minute Praising Summary

1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 3: 1 min manager

THEME AND STORY

People Who Feel Good About Themselves Produce Good Results

One Minute Goal Settingbull 8020 Rule 80 of your really important results will

come from 20 of your goals

bull One minute goal setting is a philosophy of ldquono surprisesrdquo-everyone knows what is expected from the beginning

One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like

3 Write out each of your goals on a single sheet of paper using less than 250 words

4 Read and re-read each goal which requires only a minute or so each timeyou do it

5 Take a minute every once in a while out of your day to look at your performanceand

6 See whether or not your behavior matches your goal

Why One Minute Goal Setting Workshellip

bull As a manager you have 3 options to choose from

You can hire a winner-though they are hard to find and cost money

If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip

PRAY

HELP PEOPLE REACH THEIR FULL POTENTIAL

CATCH THEM DOING SOMETHING RIGHT

One Minute Praisingbull Always be open about an employees performance

bull Praise immediately

bull Try and let the employee ldquofeelrdquo how good you feel about their performance

bull Make contact it ensures you care and want them to prosper

One Minute Praising Summary

1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 4: 1 min manager

People Who Feel Good About Themselves Produce Good Results

One Minute Goal Settingbull 8020 Rule 80 of your really important results will

come from 20 of your goals

bull One minute goal setting is a philosophy of ldquono surprisesrdquo-everyone knows what is expected from the beginning

One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like

3 Write out each of your goals on a single sheet of paper using less than 250 words

4 Read and re-read each goal which requires only a minute or so each timeyou do it

5 Take a minute every once in a while out of your day to look at your performanceand

6 See whether or not your behavior matches your goal

Why One Minute Goal Setting Workshellip

bull As a manager you have 3 options to choose from

You can hire a winner-though they are hard to find and cost money

If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip

PRAY

HELP PEOPLE REACH THEIR FULL POTENTIAL

CATCH THEM DOING SOMETHING RIGHT

One Minute Praisingbull Always be open about an employees performance

bull Praise immediately

bull Try and let the employee ldquofeelrdquo how good you feel about their performance

bull Make contact it ensures you care and want them to prosper

One Minute Praising Summary

1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 5: 1 min manager

One Minute Goal Settingbull 8020 Rule 80 of your really important results will

come from 20 of your goals

bull One minute goal setting is a philosophy of ldquono surprisesrdquo-everyone knows what is expected from the beginning

One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like

3 Write out each of your goals on a single sheet of paper using less than 250 words

4 Read and re-read each goal which requires only a minute or so each timeyou do it

5 Take a minute every once in a while out of your day to look at your performanceand

6 See whether or not your behavior matches your goal

Why One Minute Goal Setting Workshellip

bull As a manager you have 3 options to choose from

You can hire a winner-though they are hard to find and cost money

If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip

PRAY

HELP PEOPLE REACH THEIR FULL POTENTIAL

CATCH THEM DOING SOMETHING RIGHT

One Minute Praisingbull Always be open about an employees performance

bull Praise immediately

bull Try and let the employee ldquofeelrdquo how good you feel about their performance

bull Make contact it ensures you care and want them to prosper

One Minute Praising Summary

1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 6: 1 min manager

One Minute Goals SummaryOne Minute Goal Setting is simply1 Agree on your goals 2 See what good behavior looks like

3 Write out each of your goals on a single sheet of paper using less than 250 words

4 Read and re-read each goal which requires only a minute or so each timeyou do it

5 Take a minute every once in a while out of your day to look at your performanceand

6 See whether or not your behavior matches your goal

Why One Minute Goal Setting Workshellip

bull As a manager you have 3 options to choose from

You can hire a winner-though they are hard to find and cost money

If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip

PRAY

HELP PEOPLE REACH THEIR FULL POTENTIAL

CATCH THEM DOING SOMETHING RIGHT

One Minute Praisingbull Always be open about an employees performance

bull Praise immediately

bull Try and let the employee ldquofeelrdquo how good you feel about their performance

bull Make contact it ensures you care and want them to prosper

One Minute Praising Summary

1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 7: 1 min manager

Why One Minute Goal Setting Workshellip

bull As a manager you have 3 options to choose from

You can hire a winner-though they are hard to find and cost money

If you canrsquot hire a winner hire one who has the potential to become a winner-and train them systematically to become a winner orhellip

PRAY

HELP PEOPLE REACH THEIR FULL POTENTIAL

CATCH THEM DOING SOMETHING RIGHT

One Minute Praisingbull Always be open about an employees performance

bull Praise immediately

bull Try and let the employee ldquofeelrdquo how good you feel about their performance

bull Make contact it ensures you care and want them to prosper

One Minute Praising Summary

1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 8: 1 min manager

HELP PEOPLE REACH THEIR FULL POTENTIAL

CATCH THEM DOING SOMETHING RIGHT

One Minute Praisingbull Always be open about an employees performance

bull Praise immediately

bull Try and let the employee ldquofeelrdquo how good you feel about their performance

bull Make contact it ensures you care and want them to prosper

One Minute Praising Summary

1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 9: 1 min manager

One Minute Praisingbull Always be open about an employees performance

bull Praise immediately

bull Try and let the employee ldquofeelrdquo how good you feel about their performance

bull Make contact it ensures you care and want them to prosper

One Minute Praising Summary

1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 10: 1 min manager

One Minute Praising Summary

1 Tell people up front that you are going to let them know how they are doing2 Praise people immediately3 Tell people what they did rightmdashbe specific4 Tell people how good you feel about what they did right and how it helps theorganization and the other people who work there5 Stop for a moment of silence to let them ldquofeelrdquo how good you feel6 Encourage them to do more of the same7 Shake hands or touch people in a way that makes it clear that you support theirsuccess in the organization

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 11: 1 min manager

Why One Minute Praising Workshellip

bull It is ldquoeffectiverdquo

bull Praising is done ldquoevery timerdquo something right is done

bull Always try to create a situation in which you can give a one minute praising

bull Praising= less turnover

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 12: 1 min manager

3rd Secret to an Effective Manager One Minute Reprimands

bull Reprimanding immediately enables an understanding of responsibilities and how to complete them correctly

bull Always reprimand only their action and remember to let them know they are appreciated It was the performance you did not like

bull Reprimand and Reassurance go hand in hand and are equally important

bull Never leave the latter out it can ultimately result in your employees disliking you and they may attribute mistakes to being worth less

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 13: 1 min manager

One Minute Reprimands Summary

the first half of the reprimand2 Reprimand people immediately3 Tell people what they did wrongmdashbe specific4 Tell people how you feel about what they did wrongmdashand in no uncertain terms5 Stop for a few seconds of uncomfortable silence to let them feel how you feel

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 14: 1 min manager

the second half of the reprimand6 Shake hands or touch them in a way that lets them know you are honestly on theirside7 Remind them how much you value them8 Reaffirm that you think well of them but not of their performance in this situation9 Realize that when the reprimand is over itrsquos over

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 15: 1 min manager

Why One Minute Reprimands Workhellip

bull Feedback on a reprimand is immediate-it helps enhance future behaviors

bull The subordinate lsquohearsrsquo the feedback-handling one behavior at a time seems more fair and clear to them

bull The behavior is the only thing that is reprimanded-not the value of the person themselves

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 16: 1 min manager

COMPANIES APPLYING

THIS CONCEPT

Thank You

Page 17: 1 min manager

Thank You