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.