Introduction
One minute manager by Kenneth Blanchard and Spencer Johnson is about a manager who achieved good outcomes from people in a very short time. It shows that employees who are highly valued get very productive. There are three important concepts in one minute manager that lead to success. They are one minute goal setting, one minute praising and one minute reprimand.
Discussion
The first concept is about one minute goal. One minute goal situation refers to having knowledge of what needs to get done from the beginning. To decide on a desired performance and goal standards, an individual records on a piece of paper. It gets referred to as one minute goal as it should take one minute only to get read. One minute goals would work when am in a leadership position because in management it helps to get immediate response to the employee or worker. I would set up a meeting with employees so that we can agree on goals and note them down in a brief statement. The goals would also get reviewed occasionally so that I can guarantee the productivity of every employee. The whole process should get done under one minute and hence the meeting would be short even if it would not get limited to one minute. I would ensure that the employees understand the one minute goal setting because confusion leads to inefficiency and discouragement at work. Immediate response by an employee creates motivation. I would ensure that every employee knows their target so that they rate their performance depending what they have achieved. From the beginning of a task, the employer and employee knows what they are expected to achieve. The most important part is putting the one minute goal in writing so that everyone can get to see their performance periodically against the set target and what they have achieved. I would post the one minute goals in every employees work station so that they can get to see them every day (Blanchard & Spencer, 2007).
The second concept in one minute manager is one minute praising. One minute praising gets done after one minute setting of goals. They get referred to as one minute praising because it takes a minute to tell a person that she or he has done a good job. One minute praising does not require elaborations during appreciation for a job well done. It is about praising an individual immediately by mentioning what was done right how one feels about the outcome and give them encouragement to continue with the same.
I would implement one minute praising by encouraging them very often, to show them that am interested and grateful for their contribution in the organization. Also, I would show them that I care for their success and as human beings. I would ensure that I give one minute praising when something gets done right and avoid commenting when I find an individual on the wrong. Emphasizing so much on what got done wrongly will make employees aim to not do something wrong and in the process lose focus on performing above average and better results. I would use one minute praising to encourage my employees or followers to perform exemplary with exceptional results. I would also implement one minute praising to retain employees by showing them respect and dignity, and to create a healthy environment for the employees and the firm. I would implement one minute praising to create an open working atmosphere and shake their hands for a job well done. Employees achieve a maximum potential when they get praised, and it shows that the manger supports the growth and success of the firm (Blanchard & Spencer, 2007).
The third concept is one minute reprimands. One minute reprimands get given immediately an employee commits a wrong. The feedback attained from analyzed reports is a motivation tool that can get used to increase the productivity of a firm. One minute reprimand helps in the facilitation to understand responsibilities and learn how to correctly attain them. One minute reprimand can get applied in two parts. The first part the leader tells the person what was done wrong, how the leader feels about the wrong and then let reprimand get understood in an uncomfortable silence in a few seconds. The second part of one minute reprimand is where the leader tells a person about how valued they are and their great capacity to perform. One minute reprimand criticizes what got done wrong but not the person who did it.
I would implement it by ensuring that daily reviews get done to ensure high efficiency at work. I would reprimand an employee immediately than later. Reprimanding an employee after months of the wrong being done does not show any effect when reprimanded (Blanchard & Spencer, 2007). It gets easier to correct a mistake that has got done immediately than correcting one that has taken seven months to get noticed. Besides I would point out one mistake at one time for easy conveyance.
Conclusion
Reference
Blanchard, K., & Spencer, J. (2007). The One Minute Manager. New York, NY :HarperCollins.
