EDGE (Performance Management) for Managers
Effective performance management is essential for managers because it drives employee engagement, professional development, and strategic alignment across the university. Empowering, Developing, and Growing Employees (EDGE) is a collaborative journey that fosters real-time feedback, clear expectations, and meaningful growth, elevating both our people and our institution. EDGE is simple in its design yet robust in all the most important ways and ensures you know what to expect, build effective habits, and make performance conversations a natural part of how we work.
These tools and resources are specific to your role as a manager. To learn the general foundations of the EDGE program and share them with your teams, explore more on Cardinal at Work.
Learn more about EDGE on Cardinal at Work
Manager Training (Instructor-led)
Join our interactive, instructor-led training sessions to deepen your understanding of EDGE and develop practical skills for effective performance management. Instructor-led courses will be just-in-time, aligned with the timing of each process. If you are unable to attend our instructor-led training sessions, you are encouraged to leverage the web-based training sessions linked below, in the Manager Web-based Training and Resources section.
Goal Setting & Alignment (Instructor-led training)
This virtual, instructor-led training series has concluded. Managers who have not yet completed this training should complete the web-based training (WBT). This self-service training helps managers explore how to set strong goals with their staff, align them with Stanford priorities, and use competencies to guide development.
You may access this self-service resource by following the Register for the EDGE program training in STARS link within the Manager Web-based Training and Resources section of this webpage.
Sequoia System Demonstration: Goal Setting (Instructor-led)
This virtual, instructor-led training series has concluded. Managers who have not yet completed the system training should complete the web-based training (WBT) or review the relevant help articles. These self-service resources provide the knowledge and skills needed to confidently navigate the system and create, update, and manage goals throughout the performance year.
You may access these self-service resources by following the links within the Goal Setting and Help Articles sections of this webpage.
Ongoing Feedback and Communication
Master continuous feedback conversations and check-ins.
Coming Spring 2027!
Manager Web-based Training and Resources
The EDGE program is designed to foster a culture of high performance, accountability, and continuous growth across the organization. Our web-based training materials will help you become familiar with EDGE and your role as a manager during the performance year.
Register for the EDGE program training in STARS
Note: System trainings are included in the relevant sections below.
Understanding EDGE is designed for Stanford managers to build the knowledge and confidence needed to support their team through EDGE (Empowering, Developing, and Growing Employees), Stanford's performance management program.
The Understanding EDGE course will cover:
- Foundations of performance management
- Introducing EDGE
- Fixed vs. Growth Mindset
- Our Collective commitment to making EDGE work
Your role as a manager:
- Fully understand the purpose, goals, and expected outcomes for EDGE
- Meet with your staff to set expectations around roles, responsibilities, and timelines
- Create space for questions, feedback, and discussion
- Reinforce how the program benefits both the team and individuals
- Ensure team members receive the necessary training
Training and Resources:
Goal setting is the first phase of the performance management year. It is a collaborative process where you meet with your team to set performance and development goals and identify key job responsibilities. Goals should align with broader team and organizational objectives, providing direction and clarifying the competencies required for success.
Note: For the 2026-2027 performance year, goal setting will begin outside of the Sequoia system. Ahead of July 6, employees and managers should connect with their local HR teams for guidance on temporarily documenting and finalizing goals.
The Goal Setting course will cover:
- Foundations of goal setting
- Making goals effective
- Competencies and growth
Your role as a manager:
Discuss and align with your staff:
- Provide strategic context and team priorities
- You should meet with each of your team members individually to review, refine, and finalize their goals, ensuring they align with broader team goals
- Identify necessary resources and remove roadblocks
- Together, you establish a plan for ongoing check-ins
Stay connected with your staff:
- Offer ongoing coaching and support
- Throughout the year, check in regularly on progress, challenges, and support needs
Goals can be updated or adjusted as priorities evolve to stay relevant and achievable
Training and Resources:
Development planning is a collaborative, ongoing conversation in which you and your team members identify ways to build new skills and capabilities to support their growth in both current and future roles.
The Development Planning course will cover:
- Getting started with development planning
- The 3E Model
- Foundations of development goals and competencies
Your role as a manager:
- Empower and coach the team by providing honest, regular feedback
- Articulate clear expectations and business priorities/impact
- Create opportunities and time for employees to practice development actions
- Ensure recognition of effort and results
Training and Resources:
Ongoing feedback and communication involve regular check-ins and conversations between you and your team members to discuss progress, challenges, and development. This continuous dialogue helps ensure alignment, addresses issues early, and supports ongoing growth and performance improvement.
The Ongoing Feedback & Communication course will cover:
- Understanding feedback and mindset
- Tools and best practices for feedback
- Feedback in Action
- Additional considerations tailored to your role as a manager
Your role as a manager:
- Show up prepared and focused
- Lead with empathy and curiosity
- Make it a two-way conversation
- Give feedback early and often
- Be specific, no vague comments
- Connect feedback to growth
- Capture key takeaways and actions
- Keep a steady check-in cadence
Training and Resources:
Performance reviews are a structured reflection point conducted at the end of the performance year to assess employee performance, achievements, and areas for development. This comprehensive review provides an opportunity for meaningful dialogue about accomplishments and future growth.
The Performance Reviews course will cover:
- Navigating Performance Reviews
- How to write a Self-Review and a Manager Review
- Stanford Rating Scale and Behavioral Descriptors
- Additional resources tailored to your role as a manager
Your role as a manager:
- Prepare your narrative and organize your communication for the conversation with your team
- Anchor feedback to goals and outcomes
- Be specific with examples
- Balance wins and growth areas
- Make it a dialogue, not a monologue
- Be clear on ratings and rationale
- Focus on future growth, not just past performance
- Align on next steps and goals
Training and Resources:
Help Articles for You and Your Team
Quick-reference guides and step-by-step instructions for common tasks in Sequoia.
Check-Ins
Coming soon!
Support and Assistance
Functional questions
Reach out to your HR team for unit-specific guidance and policy instruction.