One Minute Manager
One Minute Goal Setting
The first secret is One Minute Goals. This involves a meeting of the manager and the employee where goals are agreed on, written down in a brief statement, and occasionally reviewed to ensure that productivity is occurring. This whole process takes a "minute", which truly means it is a quick meeting, however it is not limited to just sixty seconds. The purpose of one minute goal setting is to confirm that responsibilities of each working is understood, understanding that confusion leads to inefficiency and discouragement.
The principle of one minute goals is to set a direction of every single person in the organization. There should be allocation of clear responsibilities and accountability. Goal and performance should be written in less than 250 words on one piece of paper which is followed by assessment of difference between performance and goals. Our behavior should be in conformity with our goals.
Lesson 1: One-minute praise
Many UK managers remain very poor at giving recognition and praise. Whilst it may not seem sincere to repeatedly say ‘thank you’ to employees every time they just do their normal job, there must be a happy medium between a torrent of premeditated ‘thank yous’ and taking their normal competent efforts for granted. There is much debate over the value of formal versus informal recognition schemes. This is not the place to add to it (see Ray Robertson’s article in the last issue of Stakeholder for a much more authoritative review), but there is no doubt that staff do value spontaneous recognition from both immediate and senior management for their efforts and achievements. Importantly, this also reinforces those desirable attitudes and behaviours that the organisation wants to encourage.
The first is the "One minute Goal Setting". This is about writing down 1-pg decription of the details of the task to be done and clarify and have a good understanding of the same with the subordinate.
This certainly does not
The first secret is One Minute Goals. This involves a meeting of the manager and the employee where goals are agreed on, written down in a brief statement, and occasionally reviewed to ensure that productivity is occurring. This whole process takes a "minute", which truly means it is a quick meeting, however it is not limited to just sixty seconds. The purpose of one minute goal setting is to confirm that responsibilities of each working is understood, understanding that confusion leads to inefficiency and discouragement.
The principle of one minute goals is to set a direction of every single person in the organization. There should be allocation of clear responsibilities and accountability. Goal and performance should be written in less than 250 words on one piece of paper which is followed by assessment of difference between performance and goals. Our behavior should be in conformity with our goals.
Lesson 1: One-minute praise
Many UK managers remain very poor at giving recognition and praise. Whilst it may not seem sincere to repeatedly say ‘thank you’ to employees every time they just do their normal job, there must be a happy medium between a torrent of premeditated ‘thank yous’ and taking their normal competent efforts for granted. There is much debate over the value of formal versus informal recognition schemes. This is not the place to add to it (see Ray Robertson’s article in the last issue of Stakeholder for a much more authoritative review), but there is no doubt that staff do value spontaneous recognition from both immediate and senior management for their efforts and achievements. Importantly, this also reinforces those desirable attitudes and behaviours that the organisation wants to encourage.
The first is the "One minute Goal Setting". This is about writing down 1-pg decription of the details of the task to be done and clarify and have a good understanding of the same with the subordinate.
This certainly does not