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.

This course can be applied to the Transit Hub Management Online Certification Series.


Randall Pine

Randall Pine

Randall Pine began his career as a deputy sheriff while working on his undergraduate degrees in anthropology and sociology. Later, he attained an MBA with a focus on organization and administration, and then began working with transit systems and publishing ... read more

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.

Course Outline/Topics

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 –

Performance reviews

Unit 4/Week 4 –

A comprehensive approach to motivating employee performance

Dates and locations to be announced.