The Science Behind the Secrets: Why the New One Minute Manager Works

What makes The New One Minute Manager’s secrets so effective? The answer lies in decades of behavioral science and organizational research. The book’s three habits—setting clear goals, offering timely praise, and correcting mistakes with empathy—are all supported by evidence from psychology, neuroscience, and management studies.

Studies show that people are most motivated when they know exactly what’s expected of them. Ambiguous goals create anxiety and confusion, while clear, concise objectives boost confidence and drive. Regular, specific praise activates the brain’s reward centers, releasing dopamine and reinforcing positive behaviors. This is why One Minute Praisings are so powerful—they create a virtuous cycle of effort and recognition.

When it comes to mistakes, research confirms that gentle, immediate feedback is far more effective than delayed or harsh criticism. The One Minute Re-Direct’s focus on behavior, not identity, preserves self-esteem and encourages learning. Companies that train managers in these habits report significant gains: higher engagement, lower turnover, and improved performance metrics.

The New One Minute Manager’s secrets work because they align with how people naturally learn and grow. By making feedback frequent, specific, and compassionate, leaders create environments where people feel safe to experiment, innovate, and excel. The science is clear: these habits aren’t just good for business—they’re good for people.

Sources: Readingraphics, Wrike blog, organizational psychology research, LinkedIn articles 1 4 2