REMEMBER THIS: IF YOU HAVE TO MAKE AN ADVERSE PERSONNEL DECISION, EVERY GOOD THING YOU HAVE EVER SAID ABOUT THAT PERSON WILL COME BACK TO HAUNT YOU.

If I’m the lawyer representing the teacher who is facing nonrenewal, I’m going to want to scour the file for any kudos or comments that reflect well on my client. If the latest evaluation shows that my client was doing a great job, you can be sure that I am going to emphasize that.   If the principal has recommended nonrenewal of the band director, you can be sure that I will introduce into evidence the email the principal sent last semester bragging about the great performance of the band in the UIL competition.

This does not mean that you should cease putting out kudos, brags and “attaboys.” Positive reinforcement is a good thing. We are just suggesting that positive reinforcement should be given when you genuinely mean it—not as a “motivational tactic.” I recall the principal who confessed to me that some of the things he had put into memos to the teacher were not a genuine reflection of the performance of the teacher. “I was just trying to pump him up with some positive reinforcement.”

For a supervisor, this is a counterproductive tactic. If the band won first place in the competition, by all means, brag on the band director. Provide recognition in ways that are meaningful. We are just suggesting that positive documentation should be based on positive performance—not wishful thinking.

DAWG BONE: EVERYBODY LOVES POSITIVE REINFORCEMENT. SO GIVE IT OUT WHEN IT IS EARNED—BUT NOT UNTIL THEN.