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Quarterly Edge Conversations

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The EDGE Conversations form has migrated to an electronic format in HR PeopleSoft. You can access it using the links on the left side of this page, or reviewing Business Process Guide under EDGE Conversations Summary Form on the EDGE Conversations Canvas page.

If users are having technical troubles with the EDGE page in PeopleSoft, please contact wpc.edge@asu.edu.

If users are having technical troubles with VPN or login, please contact wpcarey.support@asu.edu.

Managers: The EDGE Conversations form has migrated to an electronic format in HR PeopleSoft. You can access it using the links on the left side of this page, or reviewing Business Process Guide under EDGE Conversations Summary Form on the EDGE Conversations Canvas page.

  • How to access MSS in PeopleSoft? Manager Self Service ‣ Navigate ‣ ASU Customizations ‣ ASU HCM Custom ‣ ASU Manager Self Service ‣ EDGE Conversations

Having trouble getting started? Use these questions to SPARK your EDGE conversation.

"Looking back" over the past quarter:

  • What are the main things you have accomplished?
  • What relationships did you strengthen or build?
  • What did you learn or discover?
  • What did you learn or discover?

"Looking forward" to the next quarter:

  • What are your main priorities?
  • What relationships do you want to strengthen or build?
  • What do you want to learn?
  • How are you?

How are you doing, in general? Share what is most on your mind! Here are some prompts to help - no need to answer all of these questions, they're just ideas to think through:

  • Are there other things you want to share with your supervisor?
    • This could include a variety of things:
      • longer-term career goals that are farther out than next quarter
      • aspirations to go back to school for a master's degree
      • feedback you want to share with your supervisor
  • If your unit is going through a lot of change, what worries you the most?
  • What do you most like about working for W. P. Carey?
  • What would make your job more satisfying or rewarding?
  • Are you doing work that is meaningful to you?

Engage

Managers listen to an employee's perspective on how things are going and provide feedback.

Develop

In concert with the managers, employees drive their development plan.

Grow

Manager and employee discuss opportunites for career growth.

Empower

The manager and employee both agree on objectives or goals for the quarter and beyond.

EDGE Conversations are a future-focused, conversational, quarterly performance evaluation approach in which employees engage their supervisors in discussing key accomplishments, outlining future goals and objectives, identify possible barriers to success, suggest ideas and innovative solutions, and develop the strong relationships needed for workplace flourishing.

  • No annual form to fill out
  • Consistent communication
  • Clear expectations between employees and supervisors around performance and goals


EDGE Conversations Process

Employee completes summary form.

Hold quarterly conversation.

Supervisor reviews, comments.

Repeat next quarter.



For a brief overview of EDGE Conversations – how they came about, what they are, why they are important – watch this short video.

Steps for employees:

Before You Begin

Before you schedule your EDGE Conversation, think through these things to help you craft a more productive discussion:

  • We are all feedback receivers. As leaders, as parents, as children, as employees, as people in relationships… we all, at various points, receive feedback. Owning how we receive that feedback – what sense we make of it, whether we choose to change because of it – is crucial. Watch this short video on the science of being a good feedback receiver
  • What major milestones or accomplishments have occurred in the past quarter that you want to be sure your supervisor is aware of? Can you get quotes or emails from customers, team mates, or other people to help you tell your story?
  • Having trouble with setting your goals? Here are a couple of frameworks and worksheets to help!
  • Are there barriers to your success that you need your supervisor’s help in removing?
  • Do you have feedback for your supervisor – things he or she has done to help support you that you want to commend, or ways they can help to better support you?


EDGE Conversation process:

  1. Once you’ve had some time to reflect on the above, complete the EDGE Conversation summary form using the EDGE Conversations tool.
  2. The EDGE Conversations tool will send the summary form to your supervisor.
  3. Schedule your quarterly conversation with your supervisor.
    • Note that your supervisor may or may not send thoughts on your summary form before the conversation – this is something you and your supervisor can discuss. Would you prefer to see any comments or feedback before the conversation? Let your supervisor know!
  4. Hold the EDGE Conversation.
  5. Your supervisor will document the conversation in the EDGE Conversation tool, along with any additional feedback he or she would like to provide.
  6. Review your supervisor’s comments and accept the changes to the conversation.
    • What should you do if you don’t agree with the comments? Visit the FAQs for more information!


Steps for supervisors:

Before You Begin

  • We are all feedback receivers. As leaders, as parents, as children, as employees, as people in relationships…we all, at various points, receive feedback. Owning how we receive that feedback – what sense we make of it, whether we choose to change because of it – is crucial. Watch this short video on the science of being a good feedback receiver.
  • Do you have a current job description for your staff member? If not, think about his or her major responsibilities — what job duties are performed 60 percent of the time?
  • Do you want feedback from others (e.g., clients, customers, team members) about this person’s performance?
  • Remember the Situation-Behavior-Impact framework for giving feedback.
  • Have you received summaries from the EDGE Conversations tool for each of your direct reports yet? If not, reach out to them and remind them it’s time for a quarterly EDGE Conversation!
  • Has your employee requested a meeting yet for an EDGE Conversation? If not, see if he or she would like to use one of your regularly scheduled one-on-one meetings.


EDGE Conversation process:

  1. Once your direct report completes the EDGE Conversation Summary form, the system will email you.
  2. Check with your employee:
    • Would he/she like for you to submit a summary of your thoughts before the meeting?
    • Would he/she prefer to meet, and then you can document a summary of the conversation either during the meeting or afterwards?
  3. Hold the EDGE Conversation.
  4. Complete your summary.
  5. Check whether the employee meets expectations/is on track, or does not meet expectations/needs coaching.
    • What should you do if an employee is not meeting expectations? Visit the FAQs page and Resources page for more information.
  6. Submit for final review and acceptance by your direct report.