View the Webinar, Discussion Questions, and Resources

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Desired Learning Outcomes 

• Attendees learn about best practices for performance management.
• Attendees explore and discuss how to make giving positive reinforcement a habit.
• Attendees receive tips about preparing for and delivering negative feedback. 

Discussion Questions

1. Why is giving feedback regularly—rather than only during annual evaluations—important for creating a healthy workplace culture? (Consider Tracy’s points about building “feedback muscles,” reducing stress, and avoiding big surprises.)
2. In what ways does positive feedback contribute to building trust between supervisors and employees? (Reflect on Tracy’s explanation of trust as deposits into a “trust bank account.”)
3. How does the Situation–Behavior–Impact (SBI) model help supervisors give clearer and more effective feedback? (Use examples from the transcript, such as the front desk employee helping a patron.)
4. What challenges arise when giving constructive feedback, and how can preparation help address those challenges? (Connect with Tracy’s emphasis on preparing for negative feedback rather than “winging it.”)
5. How might a supervisor’s approach change depending on an employee’s reaction (fight, flight, freeze, or fawn) during feedback conversations?(Consider the biological stress responses Tracy described.)
6. What are some effective ways to recognize high-performing employees, and why is it important not to overlook them? (Include the examples shared by webinar participants—notes, gifts, direct acknowledgment.)
7. How can supervisors make it safer for employees to provide upward feedback, and why is this valuable for leadership growth? (Relate to Tracy’s “start/stop/keep doing” questions.)
8. How should supervisors handle reports of problematic behavior they didn’t witness themselves? (Reflect on Tracy’s suggestions: consider severity, ask for perspective, proceed cautiously, and focus on behavior rather than the reporter.)

Questions written by Microsoft Copilot from the webinar transcript.

Access Resources

Information Sheet

Resources from Chat

• SHRM - Society for Human Resource Managers
• A resource for Employee Recognition Ideas
• Simon Sinek's A Bit of Optimism: Feelings at Work Podcast

Recommendations from Webinar Participants

1. Lead by example and set clear standards from day one – A participant said good bosses are driven, lead by example, and establish structure early.
2. Trust employees, listen actively, and be consistently available – Multiple participants emphasized listening as a central behavior.
3. Advocate for employees’ needs – Participants noted good supervisors stand up for their staff.
4. Adapt supervisory approach to different personalities and roles – A participant shared that her former boss knew how to work differently with each employee based on their position.
5. Give frequent, timely verbal appreciation throughout the day – A participant described thanking employees continuously “all day long” when tasks are completed.
6. Acknowledge employees immediately and explain why their action mattered – Participants noted the importance of timely recognition.
7. Use regular check-ins and build relationships through consistent support – A participant described daily check-ins, appreciation, and asking how staff are doing.
8. Track who has received feedback to avoid unintentionally overlooking people – One participant mentioned using sticky notes to ensure everyone is acknowledged.
9. Give small, thoughtful, sometimes random tokens of appreciation – A participant shared picking up small items for staff to show genuine gratitude.
10. Share positive public feedback with staff so they see their impact – A participant highlighted telling staff when patrons or community members praise the library.
11. Offer personalized recognition (notes, flowers, direct compliments) – A participant shared bringing flowers, leaving notes, and giving personal encouragement.
12. Ask employees how they prefer to receive feedback (public, private, written, etc.) – Several participants supported customizing recognition methods.
13. Give employees time and space to cool down before addressing negative behavior – A participant recommended assigning a neutral task to let emotions settle.
14. Start difficult conversations with empathy (“Are you okay?”) – One participant described beginning by checking on the employee’s well-being.
15. Let employees share what’s going on in their lives before giving corrective feedback – Participants noted this can resolve issues more constructively.
16. Ask employees for their perspective first when addressing reported or witnessed issues – A participant shared starting with “Can you tell me what happened from your perspective?”
17. Connect feedback to organizational values – One participant uses core values (e.g., respect) to frame behavior concerns.
18. Share your own mistakes as a supervisor to model accountability – A participant recommended openly apologizing when supervisors make errors. 

Recommendations summarized by Microsoft Copilot from the webinar transcript.

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