One Minute Manager Essay

The most obvious lesson I learned in how simple management can be. The One Minute Manager Style of Management, at it’s most advanced form is basically the opposite of micromanaging. It is a quick and quick and concise form of management that maxamizes results. It is a technique that can also be taken outside of the work place. One minute Goal Setting is the simplest of the steps to becoming a One Minute Manager. It requires both parties to write down their goals in a short and concise format. One minute praisings are unique because the manager spends considerable time seeking for what an employee does right instead of anticipating the employee to do something wrong. Many of us can remember back to when we were kids and did something to upset our parents. The times that we felt the worst were when our parents acted in a manner consistent with the One Minute Reprimand style. It is imparative that a manager sets clear and concise goals with the employee as soon as the first time on the job. Everytime there is a project the employee(s) should sit down and write goals that do not exceed a page in length, but should also be quantitive. Read and reread each goal periodically, as well as evaluating the employee’s performance. After reading the goal setting procedure it would have saved me many headaches and misunderstandings. It is especially nice because the manager and the employee get a copy of the goals. If the employee ever forgets the goals, he or she can simply look at their one page document. The manager should file the goals so they can be revisited upon the project’s completion to see if goals were met. All of this helps eliminate diffusion of responsibility within the workplace since every employee will have a written statement of what they need to focus on for their project. I recently started using One Minute Appraisals. I started this about 3 months ago. It has benefited me both in my professional and personal life. It has improved my relationship with my girlfriend. She has constantly complained about how I never tell her what she does well. I finally took the intiative and decided to tell her what she does well. I noticed it improved a relationship with a new employee. He is in charge of an â€Å"additional duty.† However, since he is new he felt like he did not know the program as well as he could have. I asked him if he had received the training reltated to the additional duty. He said, â€Å"Yes.† I proceeded to ask him a series of questions he should know. He answered them all correctly and even provided me with information that I did not know. To me, this was impressive because I spent 2 years at this base and 4 months on this additional duty and had never learned what he had just told me. After he gave us all his valuable knowledge I pulled him aside and praised him. I told him that he needs to be more confident and he just provided valuable information to 2 of the most experienced technicians in the shop. Just like the book said he would be, he was surprised. I gave him a very strip down version of the appraisal. I did not however, tell him the benefit he had had towards the shop. I did see the realization in his eyes and the boost in his confidence. I will take what I learned from this book and use it, especially now since I will be held responsible of the training of the 5 newest airmans. One minute reprimand is a very useful tool in a manager’s arsenal. It lets the employee know what he or she did wrong, why it upsets the manager, and why it is not beneficial to the company, all in under one minute. I personally do not like to give one minute reprimands. I usually am disappointed when a fellow employee fails to do what I ask, and simply take it upon myself to do the job correctly. The company would benefit most if I took this fellow employee aside and told him why I am disappointed in him. Part of the blame would be placed on myself because I did not establish written goals with him or her. If there was a scenario where written goals were established, hopefully a one minute reprimand would motivate the employee not to committ the same mistake. The One Minute Goal Setting, One Minute Appraisals, and One Minute Reprimad allows the One Minute Manager to spend adequate time with his employees in order to produce the best results possible. It also opens up time for the manager to focus on the business and create possibilities of growth. The time spent with employees is not about quanitity, it’s about quality. The manager allows the time to create unique expectations for each employee as well as maintain open communication about achievements and disappointmens of employees. This system provides feedback while allowing the employees and the manager to move about things at a quick pace to stay on top of everything. The One Minute Manager is ideal within the workplace due to the level of trust he has established with his employees, and the success he has in all aspects of his life.