Transit Workplace Behavior Series: Managing Employee Performance
Anyone challenged with the supervision of subordinates realizes right away that not all employees are motivated in the same manner. Learn the fundamental principles of employee performance motivation and management, and set up management programs and practices to encourage and systematically maintain improved employee performance across the board.
Who Should Attend
Public transit and/or transportation professionals.
Benefits and Learning Outcomes
- Using transit employees as examples, participants will learn how employee performance can be quantified, measured and graded. Armed with this information and with an additional understanding of a few typical characteristics of employee attitudes at each level, participants will gain knowledge of how employees of each grade can be more easily and efficiently supervised and motivated.
- Not all employees need to be motivated to perform at a higher level. However, morale can be boosted when continued outstanding performance is recognized or rewarded. Other employees could use a bit of motivation through incentives. Participants will learn the difference between recognition (reward) programs and incentive (motivational) programs and learn how each approach can be most effective and why.
- Traditional performance reviews are often not anxiously awaited by either the giver or the receiver. And in some cases, a poorly designed performance review can affect both the giver and receiver in a negative way rather than motivate performance as intended. Participants will examine a traditional performance review and identify how subjectivity and a focus on deficiencies can sabotage its effectiveness. Alternative methods of reviewing employee performance will be presented, discussed and evaluated.
- Participants will be asked to develop and present a management practice and a design for a program or programs to address an identified employee performance issue at a hypothetical agency.
Unit 1/Week 1 –
Quantifying and Grading Employee Performance
Unit 2/Week 2 –
Recognition and the use of low and no cost incentives to motivate employee performance
Unit 3/Week 3 –
Unit 4/Week 4 –
A comprehensive approach to motivating employee performance
All sessions are Face-to-Face unless otherwise noted.
Online, course available Jan. 4-29, 2016
Instructor: Randall Pine
$400 if you register by Tue., Dec. 1.
$500 if you register after Tue., Dec. 1.
Enrollment Limit: 40
Program Number: 4890-8568
Registration Deadline: Mon., Jan. 4, 2016