{"id":39277,"date":"2021-06-17T14:25:31","date_gmt":"2021-06-17T18:25:31","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=39277"},"modified":"2021-06-21T14:52:04","modified_gmt":"2021-06-21T18:52:04","slug":"one-minute-praisings","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/one-minute-praisings\/","title":{"rendered":"One-Minute Praisings: How to Motivate Your Employees"},"content":{"rendered":"\n

What are one-minute praisings? How do you give a one-minute praising? What are the benefits of giving immediate feedback?<\/p>\n\n\n\n

In the book The New One-Minute Manager<\/a><\/em>, a one-minute praising is when you provide immediate, detailed, and personal feedback to your employees. Most managers focus on reprimanding employees when they make mistakes but not enough managers look for things to praise.<\/p>\n\n\n\n

This is why you should focus on what you’re employees do well rather than on their mistakes.<\/p>\n\n\n\n\n\n\n\n

Ken Blanchard on One-Minute Praisings<\/strong><\/h2>\n\n\n\n

Once they\u2019ve set goals, one-minute managers use one-minute praisings to motivate their employees. One-minute praisings are quick bursts of positive affirmation delivered by the manager to the employee when the employee has done something that helps the organization. <\/p>\n\n\n\n

In many organizations, people are only given feedback when they\u2019re doing something wrong<\/em>. This is demotivating and puts employees on edge. Consistently and immediately praising people for their work lets people know how they\u2019re doing and encourages them to work even harder to earn even more praise.<\/p>\n\n\n\n

Preparing for One-Minute Praisings<\/strong><\/h3>\n\n\n\n

Before you get started with one-minute praisings, you need to do a few things beforehand.<\/p>\n\n\n\n

1. Tell your employees right up front that you\u2019ll be giving them immediate feedback. <\/strong>This sets the expectation right out of the gate and eliminates and chance of them being surprised or caught off-guard. You want them to internalize your praise: they might not do this if they\u2019re caught off-guard.<\/p>\n\n\n\n

2. Have your employees keep careful records of all their progress toward their goals and make sure they share that progress with you on a regular basis. You want to catch them doing something <\/strong>right<\/em><\/strong>. This is what truly sets the stage for one-minute praisings. Contrast this to what what so many ineffective managers<\/a> do: scanning through their employees\u2019 results looking for something that they\u2019ve done wrong<\/em>, so they can reprimand them.<\/p>\n\n\n\n

Giving One-Minute Praisings<\/strong><\/h3>\n\n\n\n

Each one-minute praising follows a specific sequence of steps. Complete the sequence, and you\u2019ll give a complete praising that\u2019s meaningful and specific.<\/p>\n\n\n\n

Connect It To a One-Minute Goal<\/strong><\/h4>\n\n\n\n

Employees need to know that they are being evaluated based on how they\u2019ve delivered on the one-minute goals<\/a> they created with you. This makes the praising specific and actionable. The employee will know they\u2019re on the right track and will keep working hard on their goals because they\u2019ve been motivated by your praise praise.<\/p>\n\n\n\n

Be Specific<\/strong><\/h4>\n\n\n\n

Tell your employee <\/strong>precisely <\/em><\/strong>what they did right.<\/strong><\/p>\n\n\n\n

Don\u2019t give generic compliments like, \u201cYou\u2019re doing a great job.\u201d An employee won\u2019t know what they did specifically and won\u2019t learn anything from a praising like that.<\/p>\n\n\n\n

Instead, be specific and pointed. Example: \u201cExcellent work on that Q3 sales projections presentation! Your research was thorough, you answered all the questions confidently, and you\u2019ve improved your speaking voice.\u201d Specificity like this shows them that you\u2019re paying attention<\/a> to their work product.<\/p>\n\n\n\n

Share Your Feelings<\/strong><\/h4>\n\n\n\n

Tell the employee how good it makes you <\/em>as the manager feel and how it helps the organization.<\/p>\n\n\n\n

People want to know that their individual efforts are contributing to the achievement of something larger<\/strong>. By connecting their performance with organization performance, you\u2019re letting them know that their work is valuable (and valued).<\/p>\n\n\n\n

Example: \u201cThat presentation made me really happy and proud to have you on our team. I hired you because I saw you had potential, and I can clearly see that you\u2019re living up to it.\u201d <\/p>\n\n\n\n

Pause and Let the Employee Reflect<\/strong><\/h4>\n\n\n\n

Let the employee savor the moment: pause<\/strong>, let them speak, let them feel good. <\/p>\n\n\n\n

Build on the Momentum<\/strong><\/h4>\n\n\n\n

Then, set a new benchmark for the future by encouraging them to continue and build upon their good work<\/strong>. This is key, since you\u2019ll be delivering less and less praise each time an employee does the same thing right. Thus, you need to encourage them to achieve new heights.<\/p>\n\n\n\n

Lastly, show that you\u2019re invested in them by expressing confidence in them<\/strong> and sharing that you support their success and goals by saying something like, \u201cYou\u2019re on the right track here and I\u2019m going to do everything in my power to make sure you keep on succeeding. Keep it up!\u201d<\/p>\n\n\n\n

Principles for Effectiveness<\/strong><\/h3>\n\n\n\n

Be timely: give one-minute praisings <\/strong>immediately <\/em><\/strong>after you\u2019ve caught the employee doing something right. <\/strong>This effectively establishes the connection between the good behavior and the positive reinforcement you\u2019re giving them. If it\u2019s delayed, it\u2019ll be harder for the employee to connect the dots.<\/p>\n\n\n\n

Be consistent:<\/strong> give praise when it\u2019s deserved, even when other areas of the company aren\u2019t doing well. It\u2019s not fair (and very demotivating to hardworking employees) to withhold deserved praise from individuals because of factors beyond their control. Apply this at the individual level too: praise people when they do something right, even if they simultaneously messed something up in another <\/em>area of their job.<\/p>\n\n\n\n

Praise generously with new hires.<\/strong> These employees should get positive feedback even when they only get something approximately <\/em>right. Then as they make progress, only give a one-minute praise when they get it exactly <\/em>right.<\/p>\n\n\n\n

For example, when a child is first learning to speak, you praise them for making any <\/em>vocalization at all. Then, you only praise them when they make approximations of words, like \u201cwah-wah\u201d instead of water. Finally, you only praise them when they correctly say \u201cwater.\u201d The standards of performance are lower for someone who is just learning than they are for someone who\u2019s further along.<\/p>\n\n\n\n

Eventually, your one-minute praisings will become less and less frequent. As your employees develop and grow, they\u2019ll become motivated to catch themselves <\/em>doing something right. They become champions and ambassadors of their own success, coming to you with their positive results to request their own one-minute praisings.<\/p>\n\n\n\n

Why One-Minute Praisings Work<\/strong><\/h3>\n\n\n\n

Why are one-minute praisings an effective and motivating management tool?<\/p>\n\n\n\n

Praisings are Immediate<\/strong><\/h4>\n\n\n\n

One-minute praisings efficiently communicate to your employees how they\u2019re doing. They don\u2019t need to wait for an annual performance review to hear from you. This allows for performance improvement to happen immediately <\/em>and be a continuous process. They\u2019ll know right away when they\u2019re doing the correct thing, so they\u2019ll know to keep on doing it. This is especially helpful with new goals and new employees, who might not yet know what constitutes success in your organization.<\/p>\n\n\n\n

Praisings are Motivating<\/strong><\/h4>\n\n\n\n

Your employees won\u2019t feel you only talk to them when they\u2019re doing something wrong. Their motivation will be positive: they\u2019ll want to top their performance to earn another one-minute praising, rather than just doing the bare minimum to simply avoid being punished.<\/p>\n\n\n\n

Praisings Build Confidence for Bigger Goals<\/strong><\/h4>\n\n\n\n

Praise for achieving <\/strong>small <\/em><\/strong>goals leads to the achievement of <\/strong>bigger <\/em><\/strong>goals. <\/strong>People are spurred by previous success. Eventually, you stop praising them for achieving goals that they\u2019ve already reached, and only issue new <\/em>praise for new <\/em>accomplishments. The goals get progressively harder, but not so hard that they can\u2019t be reached.<\/p>\n\n\n\n

Praisings Avoid the \u201cLeave Alone-Zap\u201d<\/strong><\/h4>\n\n\n\n

One-minute praisings help you steer clear of the \u201cleave alone-zap\u201d management style. This latter style is when managers 1) don\u2019t give new hires any direction or guidance on what they\u2019re supposed to be doing, and then 2) zap them with harsh criticism when they make a mistake. The employee learns nothing from this experience, except to do as little as possible, take no risks, and show no ambition, for fear of getting zapped again. They\u2019ll huddle in their proverbial corner become demotivated to do anything<\/em>, because they don\u2019t even know what caused them to get zapped in the first place.<\/p>\n","protected":false},"excerpt":{"rendered":"

What are one-minute praisings? How do you give a one-minute praising? What are the benefits of giving immediate feedback? In the book The New One-Minute Manager, a one-minute praising is when you provide immediate, detailed, and personal feedback to your employees. Most managers focus on reprimanding employees when they make mistakes but not enough managers look for things to praise. This is why you should focus on what you’re employees do well rather than on their mistakes.<\/p>\n","protected":false},"author":8,"featured_media":34291,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[14,42,30],"tags":[393],"class_list":["post-39277","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management","category-motivation","category-work","tag-the-one-minute-manager","","tg-column-two"],"yoast_head":"\nOne-Minute Praisings: How to Motivate Your Employees - Shortform Books<\/title>\n<meta name=\"description\" content=\"Rather than focusing on your employees' mistakes, you should be looking for things they do well and giving one-minute praisings. 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