Discussion Questions

Strengthen Ongoing Performance Conversations
Purpose: Build a culture of continuous feedback rather than once a year evaluation. This builds trust, improves performance, and addresses concerns as part of the everyday work relationship.
 

Discussion Questions:

  • How often do we currently check in with staff informally?
  • What small, consistent touchpoints could we add (5 minute pulse checks, brief hallway conversations)?
  • What barriers stop us from giving real time feedback?
  • How can we ensure that praise is specific and timely?
  • What small cultural touches could make our library a great place to work?
 
Review and Modernize Job Descriptions
Purpose: Ensure clarity and fairness in evaluating performance.
 
Discussion Questions:
  • Do our current job descriptions reflect the work staff actually do?
  • What new duties emerged in the last year (programming, tech help, digital services)?
  • If applicable, are cross training expectations clearly included?
  • How should we review job descriptions with staff, so expectations are shared and clear?
Reinforce Fairness & Consistency
Purpose: Prevent unequal treatment that damages morale.
 
Discussion Questions:
  • What examples can we recall where consistency improved our work? What examples can we recall where consistency caused issues?
  • How do we ensure all employees follow the same standards (attendance, safety, procedure)?
  • How do we handle situations where personal relationships make consistency harder?
  • What systems help ensure equal application of expectations?
Use Low Cost Tools to Build Culture
Purpose: Support staff development without straining limited budgets.
Discussion Questions:
  • What no/low cost professional development opportunities already exist (MSL Learn, WebJunction, peer sharing)?
  • Could we implement weekly “huddles,” monthly wins, or rotating staff spotlights?
  • What examples of local peer learning have worked in our library or federation?
Create Individual Development Plans (IDPs)

Purpose: Support growth in a way that retains staff and builds internal leadership.

Discussion Questions:

  • Which staff members might benefit from an IDP right now?
  • What 2–3 reasonable development goals align with your library’s mission?
  • How can we balance staff aspirations with the reality of a library career path that may not include traditional promotional pathways?
  • What free/affordable trainings support those goals?
Add Structure to Evaluations with Behavior Based Examples

Purpose: Make evaluations objective, consistent, and understandable.

Discussion Questions:

  • Are our current evaluation categories clear, or do staff interpret them differently?
  • What does “meets expectations” look like for customer service, programming, or communication?
  • Can we identify concrete examples of a “1,” “3,” and “5” for each key job area?
  • How can we incorporate these examples into evaluation forms?
Address Issues Immediately, Not Later

Purpose: Prevent small issues from becoming major problems.

Discussion Questions:

  • What issues do we commonly delay addressing—and why?
  • How can we word immediate, respectful correction?
  • What training or practice would help supervisors gain confidence in difficult conversations?
  • How do we hold each other accountable for timely follow through?
Use Performance Improvement Plans (PIPs) Correctly

Purpose: Apply PIPs only to skill based performance issues. Using them incorrectly erodes trust and does not address the underlying problem.

Discussion Questions:

  • What kinds of problems should lead to a PIP (skill gaps, accuracy, system usage)?
  • What kinds of problems should not (attendance, rudeness, misconduct)?
  • What would a 30, 60, or 90 day PIP look like for common library tasks?
  • How do we ensure follow-up meetings actually happen during a PIP?
Recognize External Factors Affecting Employees

Purpose: Balance empathy with accountability.

Discussion Questions:

  • What local factors affect our staff (childcare, second jobs, housing, transportation)?
  • How can we show understanding without lowering core standards?
  • When is flexibility appropriate—and when does it become inconsistency?
  • What scripts or statements help reinforce: “When you’re here, you need to be fully present”?
Prioritize Leadership Development for New Supervisors

Purpose: Equip supervisors who often learn on the job with the skills they need to be effective. This reduces problems and builds a culture of trust.

Discussion Questions:

  • What training or onboarding did current supervisors wish they’d had?
  • Which MSL or federation trainings could support newer supervisors? Which trainings could support supervisors with more experience?
  • How do we build mentorship between libraries?
  • What leadership skills (communication, conflict resolution, delegation) do we most need to strengthen?
Reinforce Mission & Public Service Purpose

Purpose: Ground performance conversations in shared values.

Discussion Questions:

  • How does each role in the library contribute to access, learning, and community?
  • Do staff understand how their tasks connect to the library mission?
  • How can we bring mission reminders into meetings or huddles?
  • What local stories or successes demonstrate our impact?
Maintain Strong Communication with Boards

Purpose: Navigate governance structures transparently and responsibly to reduce confusion and improve the work environment and performance.

Discussion Questions:

  • What does our board need to understand about performance management?
  • Which issues are supervisory (director-led) and which require board involvement?
  • How do we document processes, so board turnover doesn’t disrupt expectations?
  • How can directors brief their board annually on staff structure, roles, and evaluation practices?

Discussion questions generated from the webinar transcript using Microsoft Copilot.