Performance Management

Helping staff achieve their potential.

At Arizona State University, performance management focuses on regular feedback and professional development to improve employee skills and support the university’s mission. This process empowers every staff member to thrive in a collaborative and dynamic work environment by promoting a culture of continuous improvement, engagement and accountability.

Regular one-on-one meetings between staff and managers are key to ongoing development and alignment. These conversations help strengthen connections and allow space to share feedback and discuss goals. These meetings nurture professional development and pave the way for organizational success.

Together, we thrive and improve with purpose.

Welcome to Check-Ins

Workday Check-Ins are the new way for ASU employees to have meaningful conversations that help them develop, improve and thrive.

Why do Check-Ins matter?

Strengthen connection: Regular Check-Ins create space for open, two-way communication and build trust across teams.

Support development: These conversations help surface achievements, address challenges, and align on future goals.

Increase clarity: Communicating expectations helps everyone feel more confident in their role and contributions.

Promote a culture of feedback: Ongoing, constructive feedback improves performance, engagement and team collaboration.

Reinforce ASU values: Check-Ins are rooted in inclusion and innovation and help bring ASU’s Charter to life in our daily work.

Check-In schedule:

Check-In tasks will be assigned twice per academic year in the fall and spring. The fall schedule is as follows:

September

Check-In tasks are assigned automatically to eligible employees in Workday. Complete the self-evaluation Check-In task within 30 days.

October

A complete employee Check-In initiates the manager task, or the manager will be assigned the task in October. Provide feedback and complete the Check-In within 30 days.

Note: Timeframes may vary due to completion of assigned Check-Ins, but no more than 60 days.

Check-In resources:

Performance management tools

One-on-one meetings: Regular meetings between managers and staff are essential for establishing trust and open communication.

Career development: ASU encourages managers to collaborate with staff to create opportunities that align with the employee’s career goals.

Performance recognition: Reinforce positive behaviors and keep staff motivated by celebrating performance milestones — whether completing a key project, mastering new skills or achieving a specific goal.

Continuous Feedback: Provide real-time feedback to foster a culture of continuous improvement.

These tools enable ASU managers and staff to engage in meaningful, proactive performance conversations that promote development, enhance feedback loops and create a clear path for career growth.

Contact your OHR business partner with any questions.