{"id":39278,"date":"2021-06-16T14:30:28","date_gmt":"2021-06-16T18:30:28","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=39278"},"modified":"2021-06-21T14:52:13","modified_gmt":"2021-06-21T18:52:13","slug":"one-minute-redirect","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/one-minute-redirect\/","title":{"rendered":"One-Minute Redirect: Instantly Fix Poor Performance"},"content":{"rendered":"\n<p>What is a one-minute redirect? How can performing one-minute redirects improve your staff&#8217;s performance? <\/p>\n\n\n\n<p>In <em><a href=\"https:\/\/www.shortform.com\/blog\/the-new-one-minute-manager\/\">The New One-Minute Manager<\/a>, <\/em>a one-minute redirect is a way to give immediate, effective, and constructive feedback to your employees when they&#8217;re not performing up to standard. This method works better than the typical performance review because it allows employees to correct their mistakes immediately.<\/p>\n\n\n\n<p>Learn why you should use one-minute redirects rather than performance reviews. <\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\">The <strong>One-Minute Redirect Technique<\/strong><\/h2>\n\n\n\n<p>You can\u2019t praise employees\u2019 good work without also holding them accountable them when they <em>don\u2019t <\/em>perform up to expectations. The two balance out to keep workers on track to achieving their goals. As a one-minute manager, you need to master the one-minute redirect technique.&nbsp;<\/p>\n\n\n\n<p>(In the old version of <em>The One-Minute Manager<\/em>, these were called \u201cOne-Minute Reprimands.\u201d)<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Prepare for One-Minute Redirects<\/strong><\/h3>\n\n\n\n<p>For one-minute redirects to work, you need to do a few things first.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Set One-Minute Goals<\/strong><\/h4>\n\n\n\n<p>You won\u2019t be able to point out when an employee hasn\u2019t performed up to standards if you never <em>set <\/em>those standards in the first place. It\u2019s not fair (and it\u2019s ineffective) to reprimand someone for not doing something they didn\u2019t know they were supposed to be doing. Check that the goal is clear too. Sometimes, goals can be unclear, unrealistic, or poorly designed. That\u2019s ok. Just make sure you <a href=\"https:\/\/www.shortform.com\/blog\/accepting-responsibility\/\">take responsibility<\/a> for that as the manager and clarify the goal with your employee.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Set Expectations<\/strong><\/h4>\n\n\n\n<p>As with <a href=\"https:\/\/www.shortform.com\/blog\/one-minute-praisings\/\">one-minute praisings<\/a>, set expectations beforehand by telling employees that you\u2019ll be giving immediate feedback. This matters even more with one-minute redirects: it\u2019s hard for anyone to hear negative feedback about their performance, no matter how constructively you deliver it as their manager. Setting expectations early minimizes the potential that they\u2019ll feel so blindsided by your criticism that they don\u2019t hear it and don\u2019t learn anything from it.<\/p>\n\n\n\n<p>Also, only redirect people who have the experience to know better. As we\u2019ve seen, people who are just starting out need encouragement and positive reinforcement. Unless it\u2019s an extreme example, you don\u2019t want the first feedback you give to a new hire to be negative.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Giving One-Minute Redirects<\/strong><\/h3>\n\n\n\n<p>Once you\u2019re sure you need to re-direct, the one-minute redirect has two distinct halves. The first half focuses on the mistake itself.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Begin Immediately<\/strong><\/h4>\n\n\n\n<p><strong>Begin the redirect immediately following a mistake. <\/strong>Again, delay only breeds resentment and confusion, particularly with negative feedback like this. If you spring it on them weeks later, your employee will feel like you were being dishonest by not mentioning it during all of the intervening time.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Be Precise<\/strong><\/h4>\n\n\n\n<p><strong>Confirm the facts and explain <\/strong><strong><em>precisely <\/em><\/strong><strong>what went wrong. <\/strong>Tie it to the employee\u2019s <a href=\"https:\/\/www.shortform.com\/blog\/one-minute-goals\/\">one-minute goals<\/a> so that they clearly see the disconnect between the desired results and the actual performance.&nbsp;<\/p>\n\n\n\n<p>For example, \u201cThat report you just delivered was past the deadline that we had set out in your goals. It was also poorly researched and incomplete because you omitted these items.\u201d Your employees won\u2019t <a href=\"https:\/\/www.shortform.com\/blog\/how-to-learn-from-mistakes\/\">learn from mistakes<\/a> without this degree of specificity.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Explain Why<\/strong><\/h4>\n\n\n\n<p>Explain your feelings as a manager (anger, disappointment, frustration) and <em>why <\/em>their mistake hurts the organization.<\/p>\n\n\n\n<p>For example, \u201cI\u2019m disappointed because we were depending on that report to establish our quarterly marketing targets. Because you submitted a subpar report, we\u2019re going to have to revise our targets downward, which sets the whole company back.\u201d&nbsp;<\/p>\n\n\n\n<p>This connects individual performance to company results. In effect, you\u2019re saying, \u201cBy not pulling your weight, you\u2019re hurting the goals that we\u2019re <em>all <\/em>working towards.\u201d<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Pause and Let the Employee Reflect<\/strong><\/h4>\n\n\n\n<p>After this, take <strong>a pause for a few seconds<\/strong>, and let your employee feel concerned about the impact of your words. Then, you\u2019re ready to begin the second half, focusing on the person.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Don\u2019t Make It Personal<\/strong><\/h4>\n\n\n\n<p>Keep it about the <em>issue <\/em>and don\u2019t make it personal.<\/p>\n\n\n\n<p>One-minute redirects are not meant to be punitive: they\u2019re meant to be instructional. <strong>You want to correct the behavior so that it doesn\u2019t happen again<\/strong>. Make it clear that you\u2019re criticizing behavior and performance, not their inherent ability to do things right. It\u2019s quite the opposite, in fact: you\u2019re redirecting them precisely <em>because <\/em>you know they have the capacity to do better. <strong>You\u2019re building people up, not tearing them down.<\/strong><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Make It Constructive<\/strong><\/h4>\n\n\n\n<p><strong>Remind your employee that you think highly of them <\/strong><strong><em>overall<\/em><\/strong><em> <\/em>and that your anger\/disappointment is because you have high expectations that they failed to meet in this case. For example, saying something like, \u201cI still think highly of you as an employee. The reason we\u2019re having this discussion is because I know you have the necessary experience to do better than this. I\u2019m confident that you\u2019ll learn from this experience and won\u2019t repeat this mistake again.\u201d<\/p>\n\n\n\n<p>People need to know that bad feedback in one area doesn\u2019t mean that they are failing on all levels.<\/p>\n\n\n\n<p>This approach also keeps the employee from getting defensive, feeling mistreated, and viewing you as an enemy. Employees won\u2019t take anything away from the redirect if they feel they\u2019re just being torn down. You want them to own their mistake and learn from it. They\u2019re correcting a specific behavior, not some deep-seated and unchangeable personality flaw.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Don\u2019t Let It Linger<\/strong><\/h4>\n\n\n\n<p><strong>When the redirect is over, it\u2019s over. <\/strong>There should be no lingering resentment on your part. This is crucial to keeping the redirect about issues. If you continue to be upset afterwards, your employee will think that you dislike them personally or think poorly of their overall performance. They\u2019ll become resigned to this fact and won\u2019t work to improve their performance, because they\u2019ll think it won\u2019t make a difference.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Principles for Effectiveness<\/strong><\/h3>\n\n\n\n<p>Apply these principles when implementing the one-minute redirect.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Be Consistent<\/strong><\/h4>\n\n\n\n<p><a href=\"https:\/\/www.shortform.com\/blog\/how-do-you-hold-employees-accountable\/\">Hold employees accountable<\/a> for mistakes even if things are going well elsewhere. People can\u2019t get away with covering up their mistakes in one area by doing well in another area. If you make a mistake, you get a redirect, regardless of other circumstances.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Redirect Yourself<\/strong><\/h4>\n\n\n\n<p><strong><a href=\"https:\/\/www.shortform.com\/blog\/a-leader-leads-by-example-not-by-force\/\">Lead by example<\/a> and be willing to admit and laugh at your own mistakes. <\/strong>Managers who refuse to hold <em>themselves <\/em>accountable are setting themselves up for failure. Employees will see you as unreasonable and hypocritical, and ultimately refuse to take their own redirects seriously.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Why One-Minute Redirects Work<\/strong><\/h3>\n\n\n\n<p>What makes one-minute redirects so effective?<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Redirects are Educational, Not Punitive<\/strong><\/h4>\n\n\n\n<p>This means that employees rarely make the same mistake twice, because they have been shown the discrepancy between their goals and their performance, <em>without <\/em>being made to feel that they\u2019re incompentent or stupid.<\/p>\n\n\n\n<p>Your employee drives her <em>own <\/em>corrected behavior. She knows that her manager is confident in her abilities. Therefore, she\u2019ll want to work harder to prove to you (and to herself) that she can indeed rise above the mistake and live up to those expectations.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Redirects Raise Standards<\/strong><\/h4>\n\n\n\n<p>Employees see that you\u2019re on top of things. Accordingly, they\u2019ll start holding <em>themselves <\/em>up to a high standard when they see that they are called to account for their mistakes. One-minute redirects also give <strong>employees the chance to improve their performance right away. <\/strong>You\u2019re calling out and correcting<strong> <\/strong>problematic behaviors immediately. This means that employees don\u2019t develop bad ingrained working habits. This helps both the organization and the individual employees themselves.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Redirects are Manageable Feedback<\/strong><\/h4>\n\n\n\n<p>Ongoing feedback is more effective than a one-time annual performance review\u2014you get good performance day-by-day, rather than poor performance through many months.<\/p>\n\n\n\n<p>Moreover, the feedback is <em>manageable<\/em>. Your employees won\u2019t overwhelmed with the feedback, because it happens in short sessions and is limited to one topic at a time.<\/p>\n\n\n\n<p>Think about how the opposite dynamic works. <strong>It\u2019s overwhelming for an employee to receive criticism all at once, as in a performance review. <\/strong>They will feel that they have been unfairly blindsided with a litany of months-old grievances about a wide range of topics. This is not conducive to the employee learning from these mistakes: instead, they\u2019re likely to just become bitter and defensive.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>When One-Minute Redirects Fail<\/strong><\/h4>\n\n\n\n<p>Of course, this isn\u2019t going to work <em>every <\/em>time. Some employees simply don\u2019t have the talent or work ethic to learn from their mistakes. Consequently, they repeat the same mistakes over and over again and you find yourself giving one-minute redirects about the same issue. As a manager, you need to ask yourself if it\u2019s worthwhile keeping someone around who can\u2019t or won\u2019t learn from mistakes. You might need to transfer, demote, or even terminate such an employee.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>What is a one-minute redirect? How can performing one-minute redirects improve your staff&#8217;s performance? In The New One-Minute Manager, a one-minute redirect is a way to give immediate, effective, and constructive feedback to your employees when they&#8217;re not performing up to standard. This method works better than the typical performance review because it allows employees to correct their mistakes immediately. Learn why you should use one-minute redirects rather than performance reviews.<\/p>\n","protected":false},"author":8,"featured_media":39416,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,34,14],"tags":[393],"class_list":["post-39278","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-communication","category-management","tag-the-one-minute-manager","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>One-Minute Redirect: Instantly Fix Poor Performance - Shortform Books<\/title>\n<meta name=\"description\" content=\"Rather than waiting for a performance review to correct an issue, you should provide your employees with one-minute redirects. Here&#039;s why.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shortform.com\/blog\/one-minute-redirect\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"One-Minute Redirect: Instantly Fix Poor Performance\" \/>\n<meta property=\"og:description\" content=\"Rather than waiting for a performance review to correct an issue, you should provide your employees with one-minute redirects. 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