Engage. Develop. Grow. Empower.
EDGE Conversations is a forward-focused performance management tool that helps employees to thrive.
The practice involves quarterly check-ins between the employee and their supervisor to manage performance and coach career development. These ongoing conversations establish expectations, feedback, and any training needed to help them meet their job goals.
Employees and supervisors complete a brief conversation and an online summary form each quarter, focusing on the employee’s current job priorities and continued learning. Research by the Office of Human Resources shows these ongoing check-ins lead to strengthened work relationships and increased employee engagement.
EDGE Conversations training
Visit our EDGE Conversations Knowledge Base articles for additional assistance.
Frequently asked questions
What if my employee does not schedule the ASU EDGE Conversations?
If your employee does not schedule the ASU EDGE Conversations, the supervisor should provide a deadline to the employee to encourage him or her to schedule the ASU EDGE Conversations. The supervisor should schedule the meeting should the employee not do so and discuss the future expectations.
As an employee, when should I start having ASU EDGE Conversations if I am hired mid-quarter?
Conversations should occur every quarter. A new employee who starts mid-quarter should have a baseline conversation with his or her supervisor about expectations, goals and objectives shortly after hire. An EDGE Conversation would then begin at the start of the next quarter.
Why do I have to do this four times a year instead of once?
Employees and supervisors spent several hours once a year collecting data to complete evaluations with annual performance reviews. EDGE Conversations simplifies the process through regular check-ins that may already occur. Ongoing conversations eliminate the process of 12-month reviews for both the employee and the supervisor. Research shows that regularly conducted real-time, informal feedback increases unit efficiency and employee engagement, which leads to increased performance and goal attainment.
What if an employee does not agree with a supervisor’s feedback during an EDGE Conversation meeting or what’s documented on the form?
Honest conversations make for better working relationships. An employee may express concerns to his or her supervisor during conversations. As a supervisor, you should be prepared to listen to your employee’s feedback, whether in-person or written. Be flexible to make changes to the summary if necessary. If your employee’s concerns are not resolved, they may request a review by their next level supervisor per policies SPP 808: Performance Management for University Staff and SPP 309 -01: Classified Staff Performance Evaluation.
Will this new EDGE Conversations process affect the merit program?
Salary increases will continue to be based on employee performance or contribution, internal equity, and external market factors. These are the same factors that leaders in previous merit programs have used.
While the new process does not include employee ratings, leaders will continue to align merit increases with employee work results and observable behaviors documented each quarter. The new process elevates the frequency of manager-employee performance conversations, which focuses on goals, growth, and development.
The following staff personnel policies will be updated after, July 1, 2021, to reflect the new performance management system.
SPP 213: Reduction in Force
SPP 216: Reorganization for University Staff
SPP 309-01: Classified Staff Performance Evaluation
SPP 403-08: Salary Administration
SPP 601: Release Time for Professional Development
SPP 808: Performance Management for University Staff
SPP 1101: Personnel Records