One Minute Manager is a short story written by Kenneth Blanchard and Spencer Johnson. The story is about a young man who is in search of an effective manager because not only did he want to work for one but he is also wanted to become one. His search for this ideal manager took him to many places and made him interact with a lot of different individuals. He wasn’t pleased with what he encountered and he began to notice that most of the people he interviewed would fall into two categories: those who were interested in results and those were interested in people meaning their employees.
He continued his search until he began to hear amazing stories about a manager that lived nearby. The young man met with this manager who said he was the One Minute manager when asked what type of manager he was. From there on the main character learns what a One Minute manager is and the three important traits needed in order to become one. The purpose behind this story is to teach individuals what an effective manager should be like. It is a quick informative read that provides clear information. If used correctly it can be a practical business tool that any employee whether he or she is a manager or not could learn from.
Instead of writing a five hundred page manual that over analyzes every single detail, the author wrote a short quick story that is straight to the point and very informative. The language used throughout is simple and one is able to understand the main ideas very clearly. The three types of managers that are describing in the story are the autocratic managers, democratic managers, and One-Minute managers. An autocratic manager is mainly interested in results and not the subordinates. They are often described as hard-nosed, realistic, and profit minded.
Managers who focus mainly on people were known as democratic managers and are often described as participative, supportive, considerate, and humanistic. The main character thought these two types of managers were partially effective. One benefited the people while the other was always thinking about result which made the young man think that it was like being a half manager. A one minute manager manages themselves and the people they work with so that both the organization and people can benefit from their presence.
These types of managers set precise and clear goals, let their employees know when they are doing good, and also inform the employee on what they did wrong as soon as it occurs. All of this is done in a short period of time but it creates long term effects. Individuals who are one minute managers have time to think and plan. They also can maintain a healthy lifestyle and do not have to go through the emotional and physical stress other managers have to subject themselves too. Departments with this type of manager have fewer costly personnel turnover, less personal illness, and less absenteeism which is great for the organization.
These three tactics are One-Minute goals, One- Minute praising, and One-Minute Reprimands. Passing it on to others is also key to help other understand and improve the business world that lacks effective managers. One Minute goal setting is the first step and foundation of One Minute management. During this step the manager must clear what the employee’s responsibilities are and what they are held accountable for. An employee’s goal should be expressed in no more than 250 words. The manager and employee should each keep a copy so they can periodically check the progress.
One minute goals settings should only be done on the most important tasks than an employee has to do. Once the one minute goal setting has established, employees should re xz read each goal and take a minute to determine whether the performance is matching the goal. By re reading the goal setting one can determine where they are and come up with the possible solutions needed to meet the goal. This creates a more independent employee who solves their own problems . One Minute praising is the second tactic and is when a manager compliments the employee when they do something correct.
This process is done by observing your employee closely when the employee is new and instantly giving them a brief praise. The manager wants one to reach their full potential by catching doing them something right. Tell them how good you feel about what they did right, and how it helps the organization and the other people who work there and encourage them to do more of the same. This makes the employees feel good about them. After a subordinate has been with one for an employee for a while they have the ability to praise themselves when they do something right.
They can review the data in the information system and check the sales and auto praise themselves when they see the results for example. That doesn’t mean that the manager stops praising them entirely. The last tactic to become a One Minute Manager is the One Minute reprimands which consist of telling the employee when they do something wrong as soon as they do it. One must approach the employee and tell them precisely what they did wrong and inform how you feel. Then the manager should give them a light compliment afterwards.
One key thing that a manager should know is that behavior and worth are not the same things. What is really worthwhile is the person managing their own behavior. Remind the employee how much you value them and reaffirm that you think well of them not of their performance in this situation. Personally, I found this book extremely informative and it will be passed on to my family members and friends. The book is short, sweet and to the point. It definitely taught me the proper techniques to become a better employee and when I manage others in the future.
I loved the plaques and the quotes that the One Minute manager had around the office and I will definitely take a couple for when I become a manager in the future. There was a moment when I took the class where I saw being a manager as overwhelming and extremely hard but this book explained everything in a simpler manner. Being an effective manager can be obtainable once you know the proper techniques. It is something that needs to be taught and you cannot simply expect a child to run a marathon if they have never been taught to walked first. Work Citation