The Performance at IU: A culture of conversations program is entering the third of four phases for its participants. This uniform performance management process for staff employees was born out of university-wide results of the last My Voice at IU Staff Engagement Survey and seeks to lay the foundation for recurring conversations between leaders and staff at Indiana University.

The “development conversation” tool is available alongside the previously introduced “check-in conversation” and “expectation conversation” tools.

About development conversations

The IU Human Resources Talent and Organization Development team — experts in engagement and growth driving the Performance at IU program — said these conversations help leaders (managers/supervisors) and employees discuss development that supports an employee’s current role and future career goals. They also help employees build strengths and competencies and develop their career path.

There is no attestation or deadline for adopting this conversation tool; however, IUHR recommends that leaders host a 60-minute development conversation once or twice yearly with each employee. The frequency will vary depending on the employee’s role.

Support tools and training

As with the other conversation tools, IUHR has created a conversation guide (IU Login required) and is offering training on how to put this tool into action. Teams can use the guide as they see fit while holding conversations about development.

IUHR’s Talent and Organization Development team hosts educational webinars to help leaders and staff adopt this new conversation tool. Live sessions are happening now, with recordings available once live sessions have ended. You can see available training and register on the IUHR website.

Why development conversations matter

The Talent and Organization Development team shared that while employees own their development process, leaders must create a space where employees feel supported and empowered to develop their skills and grow.

Planned development conversations allow leaders and employees to intentionally focus on identifying development opportunities, discuss career goals and create an action plan. The provided tool can help ensure that development is individualized, intentional, and ongoing — an essential aspect of engagement, according to Gallup, IU’s engagement survey partner.

“This is another simple yet powerful tool to support participating staff and leaders in their ground-level work in establishing a culture at IU where frequent, two-way conversations are the norm, not the exception,” said Todd Richardson, chief human resources officer and vice president for human resources. “We’re proud to support our staff in building a culture of conversations that will support their success and, in turn, make IU a more engaging workplace.”

What’s next

Leaders and staff should watch their email for reminders from IUHR about this new tool, related goals, available training, guidance and support. HR professionals representing the participating units can also assist staff and leaders.