LET’S TALK!

Improving Performance 

Feedback Discussions 

for Employees and 

Supervisors

Office of Human Resources

THE PURPOSE OF

PERFORMANCE FEEDBACK

Share observations on what 

and how we are doing — 

relative to expectations and goals.

Recognize 

our areas of 

strength

and enhancing 

areas we can 

improve

Each of us can continue to improve 

our skills, knowledge, and abilities 

... so let’s get started! 
WHY?

Our agency’s personnel and the 

technologies and industries we 

regulate, and the tools and processes 

we use to do our jobs, are in constant 

change

To continue being effective in this 

environment we must constantly 

learn

Learning not only includes new areas, 

but also constantly seeking to 

improve

“Our responsibility is to do what we can, learn what 

we can, improve the solutions, and pass them on” 

— Dr. Richard Feynman

US educator, physicist, 

Nobel Laureate 
EMPLOYEES

Don’t wait – you can

ASK for feedback!

Recognize that your supervisor may 

not always detect your interest in getting 

quick or informal feedback.

You can ask “How’d I do?” 

or

Offer your own self-assessment:

“There are some things 

I could improve.” 

Then ask “What do you think?”
SUPERVISORS

Be clear in your expectations,

and give frequent feedback

Ask your employees...

“Have I been clear on what is to be 

accomplished?”

When providing expectations

z Be respectful

z Write them when possible

z Check understanding

z Invite questions

z Listen carefully and with 

understanding

z Practice stewardship

z Support employee growth

z Build community feeling

“Never tell people how to do things. Tell them what 

you want them to achieve and they will surprise you 

with their ingenuity.” 

— General George Patton
SUPERVISORS

Give timely feedback 

whenever appropriate.

“Good job! Nicely done!”

“Would you like some tips 

to improve next time?”

When giving feedback

z Be respectful

z Note “Feedback delayed 

is feedback denied”

z Ask before providing 

constructive feedback

z Be sincere and specific

z Use ‘coaching’ technique

z Be consistent with all

“For me, [stage acting] is mostly a way to...

get immediate feedback from the audience.”

— James Franco, actor

“All the world’s a stage, and all the men and 

women merely players” 

— William Shakespeare
ASKING FOR, GIVING, 

AND RECEIVING FEEDBACK 

ISN’T JUST A TWICE A 

YEAR DISCUSSION

Look for opportunities to 

talk frequently and honestly 

about how we can all improve

Employees asking supervisors 

Supervisors asking employees 

Peers asking peers

Respect each other

Listen to each other 

Learn from each other

“It is the province of knowledge to speak, and it is the 

privilege of wisdom to listen.” 

— Oliver Wendell Holmes
SO LET’S ALL

GET IN THE HABIT AND 

BREAK THROUGH THE 

SOUND BARRIER

“Communication works for those who work at it.” 

— John Powell, Musician

Employees ask:

“How’d I do?”

Supervisors ask:

“Have I been clear?”

“Would you like 

some tips?”
VALUES OF 

PERFORMANCE 

FEEDBACK

We reaffirm our Commitment to 

protecting the public health and 

safety whenever our actions reflect 

our values —

z Respect individuals’ roles, diversity, 

and viewpoints

z Act with Integrity in our working 

relationships, practices, and 

decisions

z Cooperate in planning and 

managing the work of the agency

z Be Open in our communications 

and decisionmaking

z Lead us to Excellence both in our 

individual and collective actions

z Provide High-Quality Service to 

the public and other stakeholders 

who are affected by our work

This flyer is a product of the NRC Senior Executive Service 

Candidate Development Program Class of 2008 with the hope 

that it fosters frequent and effective dialog among all agency 

personnel on how we can improve.

NUREG/BR-0347

June 2008