The kick-off of NSM's 2024 Performance Development Discussion process began Monday, May 13. Please review the Employee Performance Development Guide HERE for all the details and be sure to complete your self-reflection as soon as possible!

Creating a culture of Performance Development is a key priority at NSM to attract, develop, and retain top talent. Our Employees are NSM's most important resource, and the annual Performance Discussion is an opportunity to engage employees and their managers/supervisors in meaningful, two-way conversation related to successes, opportunities and career interests. It is a time for managers to listen and learn how to better support their teams.  


Our process always begins with the employee providing feedback on their own performance via a simple ‘Reflection’ process. It is a great way to highlight areas you feel good about, areas you’d like to improve, and how you can be developed for growth and future opportunities. Plus, your manager wants to hear how you are doing, and how you can be better supported.

Tips for Success

• Utilize the 2024 Employee NSM Performance Development Discussion Guide, for detailed information that will assist you throughout each section of the process. 
• The process will be facilitated via UKG. Utilize the step-by-step job aids included in the guide to ensure success.  

The Performance Development Discussion Process Contains Four Simple Segments

1. The score for HEARTS values and Overall Performance in the role
2. Open Ended Questions (intended for brief, bulleted comments)

• Areas where you demonstrate strong performance
• Areas where you’d like to seek improvement
• Growth and development opportunities
• How can your manager offer additional support

3. Overall Comments (as needed)
4. Final Score

As you complete your self-reflection, consider the following:

1. Areas of strong performance

• What do you consistently do well?
• What areas do you exemplify strengths? 
• Where do you go above and beyond?

2. Areas to seek improvement

• Think about job responsibilities or key measurements in which you could use improvement.
• Think objectively about areas of improvement that if developed, would elevate your efficiency and effectiveness.

3. Growth and development opportunities

• What are your career aspirations and desired areas of growth?
• What do you feel passionately about as it relates to your career?
• Are there any career paths that interest you?  

4. As your manager, where can I offer additional support?

• What can your manager do to support you better? 

Your HR team will be actively leading this process. Please don’t hesitate to contact your HR Business Partner with any questions or to receive additional guidance. 
Thank you!
Human Resources