One minute does not mean an exact time but rather that it is easy and does not need to take up too much time.
MORE IDEAS FROM THEBOOK
Employees know how they're doing when a manager clearly communicates this to them.
When a manager sees you doing something right, he tells you exactly what you did right and shares how good he feels about what you did. The key is to act immediately and not wait for appraisals.
This technique will help the employee to understand what specific behaviour is required. It will accelerate the learning process and improvements.
When a manager sees you making a mistake, the reprimand does not exceed a minute. The manager is specific about what you did wrong. He shares how he feels - frustrated or annoyed - and when the reprimand is over, it is over.
The manager never attacks a persons value, only reprimands the behaviour. Acting quickly prevents disasters and encourages success.
The One Minute Manager makes it clear
Once understood, each goal is recorded on a single page. The goal and its performance standard should consist of one or two paragraphs that can be read in a minute. The employees should have access to assist with aligning themselves with their goals.
Take a minute: look at your goals, look at your performance, see if your behaviour matches your goals.
1. Develop CLEAR goals together with your team members.
2. Write them down in a single page.
3. Review them daily
Jason Warner: So in a super blunt and rather, uh, stark sort of way, I think anyone who is a micromanager actually does not know how to do their job fully.
If you don't know how to scale yourself, your decision-making processes, whatever. You tend to micromanage because you think the only way I can get this done is "If I go do this myself."
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