I read this book called The New One Minute Manager by Ken Blanchard and ‎Spencer Johnson a long time back. 

At that time, I was struggling as hell to manage my employees. Time was slipping away, money was burning, and results were far-fetched. 😢

Actually, I was still very new in business and figuring out my management style. I was trying this and that to fall on my face every time.

I was in desperate need of guidance. More specifically, commandments to follow. 📋✏️

Then came this book. A colleague of mine had given me the book to read.

From that day to this moment, this book has knitted a lasting impact on my management style. Very positively, and of course, I’ve seen results by applying the methods. 👍👌

This book, The New One Minute Manager, is focused on a step-oriented approach. And that’s what I needed at that time. No philosophy, just tell me what to do.

Now, in this article, I’ll share with you a simple cheat sheet. That I’ve created from the book for you. The methods are very easy to implement. But consistency is the key. 🔓

Read on and practice the methods to manage your employees better and drive positive results.

Concept

As The One Minute Manager, you follow three simple rules, each taking 60 seconds or less to employ, but they can tremendously improve efficiency in getting people to deliver great work with your (as the manager) lesser time involvement. ⏱️

1st Rule: SET ONE MINUTE GOALS

Set one-minute goals with your employees to help them increase productivity without much help from you.

You make clear what everyone’s responsibilities are and what they are accountable for with related examples of successful results. Show your employees what good performance looks like. 🤩

No matter how complicated, write down each goal in a way that they can be read and understood within just a minute.

One-minute goals work well when you:

1. Plan the goals together and describe them briefly and clearly. Show people what a good performance looks like.
2. Have people write out each of their goals, with due dates, on a single page.
3. Ask them to review their most important goals each day, which takes only a few minutes to do.
4. Encourage people to take a minute to look at what they’re doing, and see if their behaviour matches their goals.
5. If it doesn’t, encourage them to re-think what they’re doing so they can realize their goals sooner.

2nd Rule: GIVE ONE MINUTE PRAISINGS

When you find your employees doing something right, you give them one-minute praising.

It will encourage employees to keep up the good work. It should take about a minute, and it motivates people to achieve organizational goals. 📈

One-minute goals together with one-minute praisings make people more effective, bringing out the best in them.

In the first half-minute do the followings:

1. Praise people as soon as possible.
2. Let people know what they did right-be specific.
3. Tell people how good you feel about what they did right, and how it helps.

Pause for a moment to allow people time to feel good about what they’ve done. 🤔⏳

In the second half-minute do the followings:

1. Encourage them to do more of the same.
2. Make it clear that you have confidence in them and support their success.

3rd rule: GIVE ONE MINUTE RE-DIRECTS:

In one-minute redirects, you correct employee mistakes immediately after they make them.

But before this point, you must ensure the set goal is clear enough, so employees won’t be acting out of ignorance or misinformation. 🛡️

Make it specific, noiseless and within just a minute.

In the first half-minute do the followings:

1. Re-Direct people as soon as possible.
2. Confirm the facts first, and review the mistake together- be specific.
3. Express how you feel about the mistake and its impact on results.

Be quiet for a moment to allow people time to feel concerned about what they’ve done. 🤔⏳

In the second half-minute do the followings:

1. Remember to let them know that they’re better than their mistake and that you think well of them as a person.
2. Remind them that you have confidence and trust in them, and support their success.
3. Realize that when the Re-Direct is over, it’s over.

Conclusion

How did you find this one-minute approach? Did you like it? If you did, hopefully, you would put it into practice. 😊

Set clear one-minute goals.

If your employees are doing something right then give one-minute praisings. 😇

If they are doing anything wrong then give one-minute re-directs.

Try for a few months. Acclimatize with the ONE MINUTE management style and see the results speaking for you. 🏆