EDGE Conversations

Rev.

Purpose

Barrett Honors College recognizes the importance of regular and meaningful conversations between employees and their supervisors as part of an ongoing educational experience for both the staff member and supervisor. As part of this commitment, Barrett encourages employees to participate in Edge Conversations, which are semiannual discussions focused on employee development and performance.

By engaging in Edge Conversations, employees have a dedicated space to reflect on their achievements, address challenges, set goals, and align their work with the mission of Barrett Honors College. These conversations foster a culture of continuous improvement, employee engagement, community and belonging, and personal development, ultimately contributing to the overall success of the organization.

Items Covered

• Barrett Edge Conversation Content
• Timeline for Edge Conversations

References

• ASU Performance Management (guide on how to submit conversations within PeopleSoft to supervisors)

EDGE Conversations

Employee-initiated discussions

Edge Conversations are initiated by the employee and provide them with an opportunity to reflect on their achievements, challenges, and goals for the quarter. Employees take an active role in shaping the conversation and driving their own development.

• Achievement: During the Edge Conversation, employees highlight one significant accomplishment or success they have achieved during the quarter. This allows them to celebrate their achievements and recognize their contributions to the college's mission.
• Challenge: Employees discuss one challenge they have faced or are currently facing in their role. This provides an opportunity to identify areas for improvement, address obstacles, and seek support or resources to overcome challenges.
• Goal Setting: Employees set one goal for the upcoming quarter, aligned with their job responsibilities and the mission of Barrett Honors College. This goal can be focused on personal growth, skill development, or achieving specific outcomes that contribute to the college's mission and objectives.
• Job Functions and Mission Alignment: Employees connect their job functions to the overall mission of Barrett Honors College. They reflect on how their role directly contributes to the college's mission, vision, and values. This helps employees understand the broader impact of their work and fosters a sense of purpose and alignment with the organization's goals.
• Development Opportunities: Edge Conversations also provide a platform to discuss development opportunities, such as training programs, workshops, or mentorship initiatives that can support the employee's growth and professional development.

Supervisor-initiated discussions

Once the conversation is submitted for the supervisor for review, the supervisor will schedule a time to meet with the employee to discuss the items in the conversation and review the rating of meeting or not meeting expectations.

• If an employee is not meeting expectations, then a performance plan is set up to help the employee work on the job expectations.

Timeline for Edge Conversations

Conversations are held semiannually.  Supervisors are expected to have regular conversations throughout the year. Documented conversations cover these periods:

• January - June: Employees submit their conversation by June 30 and supervisors will submit completed conversations by July 31.
• July - December: Employees submit their conversation by December 31 and supervisors will submit completed conversations by January 31.