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Supervising Teen Employees

Workshop Objectives. As a result of this session, participants will...identify and strengthen skills in managing young employees to become consistently productive and high quality team membersdiscuss the differences between adults who are successful in working with teens and those who are not, a

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Supervising Teen Employees

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    1. Supervising Teen Employees Kathryn J. Cox, Ph.D OSU Extension 4-H Specialist, Youth Development

    2. Workshop Objectives As a result of this session, participants will... identify and strengthen skills in managing young employees to become consistently productive and high quality team members discuss the differences between adults who are successful in working with teens and those who are not, and share and discuss principles and practical tips for effective supervision of teen employees in their businesses.

    3. Workshop Activity I Stage Setting

    4. Workshop Activity 2 Good Boss / Bad Boss - Good & Bad Employees

    5. Workshop Activity 3 What Do Positive Adult Supervisor / Teen Employee Relationships Look Like? Please get into a group with 2-4 people who are like you to answer these questions: How would you define or describe positive adult-teen working relationships in your business? How would teens define or describe positive adult-teen working relationships? How can you tell if you have a good relationship with teen employees? How can you tell if there are problems in the relationships between adults and teens?

    6. Continuum of Adult & Teen Working Relationships Adult Control | Consultation with Teens | Partnership with Teens | Delegation of Power to Teens | Teen Control

    7. Workshop Activity 4 What The Law Requires Youth Rules video U.S. Department of Labor Child Labor Rules Ohio Minor Labor Law Ohio Minimum Wage Law

    8. Workshop Activity 5 What Youth Need Desirable Youth Outcomes (5 Cs) Confidence (self worth, mastery) Character (respect, responsibility, trust, caring, fairness, citizenship) Connection (safety & structure, membership & belonging) Competence (civic & social, cultural, physical health, emotional health, intellectual, vocational) Contribution (participation, power)

    9. Workshop Activity 5 Cont. How Employers Can Contribute To Outcomes Stable work environments Basic care and services Healthy working relationships with colleagues, supervisors, and customers High expectations and standards Role models, resources and networks Challenging experiences and opportunities to participate and contribute High quality instruction and training

    10. Activity 6 ABCs for Supervising Teen Employees Antecedents: Establishing a Positive Work Environment Behavior Management: Engage & Motivate Teen Employees On The Job Consequences: Evaluate, Reward/Punish, Retain/Disengage

    11. Antecedents: Establishing Positive Work Environments A1 Needs assessment A2 Job Description A3 Identification. A4 Recruitment A5 Screening A6 Selection A7 Orientation A8 Protection A9 Resourcing A10 Teaching

    12. Behavior Management: Engage & Motivate Teen Employees On The Job B1 Engagement B2 Motivation B3 Supervision

    13. Consequences C1 Evaluation C2 Recognition C3 Retention, Redirection, or Disengagement:

    14. Closing Activity Please identify and write at least one idea you plan to try in improving your work with teens.

    15. Closing Thoughts If you treat individuals as if they are what they ought to be and can be, they will become what they ought to be and can be Goethe

    16. Closing Challenge Fifty years from now it will not matter what kind of car you drove, what kind of house you lived in, how much you had in your bank account, or what your clothes looked like. But the world may be a little better because you were important in the life of a child.

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