介绍： 管理学大师肯·布兰佳和畅销书作家斯宾塞·约翰逊的合力之作，这本小册子，把看似复杂的管理难题浓缩成了“三个一分钟”，足够精悍，足够简单，足够明了。

【Chapter 10：Why One Minute Reprimands Work】

“THERE are several reasons why the One Minute Reprimand works so well.

“To begin with,” the manager explained, “t...

介绍： 管理学大师肯·布兰佳和畅销书作家斯宾塞·约翰逊的合力之作，这本小册子，把看似复杂的管理难题浓缩成了“三个一分钟”，足够精悍，足够简单，足够明了。

【Chapter 10：Why One Minute Reprimands Work】

“THERE are several reasons why the One Minute Reprimand works so well.

“To begin with,” the manager explained, “the feedback in the One Minute Reprimand is immediate. That is, you get to the individual as soon as you observe the ‘misbehavior’ or your data information system tips you off. It is not appropriate to gunnysack or save up negative feelings about someone’s poor performance.

“The fact that the feedback is so immediate is an important lesson in why the One Minute Reprimand works so well. Unless discipline occurs as close to the misbehavior as possible, it tends not to be as helpful in influencing future behavior. Most managers are ‘gunnysack’ discipliners. That is, they store up observations of poor behavior and then some day when performance review comes or they are angry in general because the ‘sack is so full,’ they charge in and ‘dump everything on the table.’ They tell people all the things they have done wrong for the last few weeks or months or more.”

The young man breathed a deep sigh and said, “So true.”

“And then,” the One Minute Manager went on, “the manager and subordinate usually end up yelling at each other about the facts or simply keeping quiet and resenting each other. The person receiving the feedback doesn’t really hear what he or she has done wrong. This is a version of the ‘leave alone-zap’ form of discipline that I’ve spoken about earlier.”

“I remember it well,” responded the young man. “That is certainly something I want to avoid.”

“Absolutely,” agreed the manager. “If managers would only intervene early, they could deal with one behavior at a time and the person receiving the discipline would not be overwhelmed. They could hear the feedback. That’s why I think performance review is an ongoing process, not something you do only once a year.”

“So, one reason that the One Minute Reprimand works is that the person receiving the reprimand can ‘hear’ the feedback, because when the manager deals with one behavior at a time, it seems more fair and clear,” the young man summarized.

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