The annual Performance at IU: A culture of conversations program is entering the third of four phases. This uniform performance management process for staff employees — created based on university-wide results of the last My Voice at IU staff engagement survey — provides tools to participate in recurring conversations between leaders and staff at Indiana University. The goal is to build a culture of conversations at IU where frequent, two-way conversations occur between staff and leaders.

The “development conversation” tool is available alongside the other conversation tools. Whether a seasoned participant or new to the program this year, all participating staff received an email detailing the conversation tool from IU Human Resources on Sept.17.

About development conversations

The IU Human Resources Talent and Organization Development team — experts in engagement and growth driving the Performance at IU program — said that development 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 while developing 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, a conversation guide is available, and IUHR offers training on how to make the best use of this tool. Leaders and staff can use the guide as they see fit while holding conversations about development.

IUHR’s Talent and Organization Development team is hosting optional educational webinars to help leaders and staff adopt this new conversation tool. Live sessions begin Oct. 2, with recordings available once live sessions have ended. View upcoming training and register on the IUHR website.

Why development conversations matter

The Talent and Organization Development team said that while employees own their development process, leaders should 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 conversation and accompanying guide can help ensure that development is individualized, intentional and ongoing — an essential aspect of engagement, according to Gallup, IU’s partner in staff engagement.

What’s next

The final phase of the annual Performance at IU program is just around the corner. Watch your email for reminders from IUHR, related goals, available training, guidance and support. HR professionals representing the participating units and askHR, askhr@iu.edu, are also available for support.