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Page owner: Katelyn Dilsner
Last updated: January 2025
Frequently Asked Questions
Frequently Asked Questions
How can I stay up-to-date with the Managerial tasks and responsibilities I need to do?
How can I stay up-to-date with the Managerial tasks and responsibilities I need to do?
You can stay up-to-date through a few different avenues:
Join the Vendasta Manager/Leadership Space: Please ask to be added by your People Partner or a People Operations Leader
Subscribe to the Vendasta Manager Calendar: Please ask to be added by your People Partner or a People Operations Leader
Refer to the Annual Talent Calendar: Check it out here!
What are the first steps should I take or the proper guidelines for managing leave requests?
What are the first steps should I take or the proper guidelines for managing leave requests?
There are many different types of leave - both paid and unpaid. Please reference the Employee Manual and search (ctrl + f) leave. This will allow you to quickly find the type of leave your employee is requesting bring you right to the pertinent information. If after reviewing the appropriate leave framework in the Employee Manual you have additional questions, please reach out to your respective People Partner.
R&D, G&A, Marketing | Julie Wilkinson
Sales, Operations| Jade Randolph
India Team | Leela Princy
Where do I direct my employee if they need something from POps?
Where do I direct my employee if they need something from POps?
If your employee needs an employment verification letter, a change made to a time-off request in BambooHR, or something similar in nature, please direct them to fill out the Employee Change Request form and someone from POps will assist them.
If your employee requires something that is sensitive in nature, such as an accommodation request, health concern, or an incident, please direct them to email people-ops@vendasta.com and CC their respective People Partner.
R&D, G&A, Marketing | Julie Wilkinson
Sales, Operations | Jade Randolph
India Team | Leela Princy
What do I do if I need something changed in BambooHR?
What do I do if I need something changed in BambooHR?
For changes related to your team/direct reports in BambooHR, please submit the Employee Change Request form and include the details of the required change/correction.
If you need to make a change to something in your personal information section in BambooHR, most fields are editable and can be changed by you! Some fields, such as your address, can be edited by you and will be approved by Payroll once they have made the change to other impacted systems (ADP for example).
What do I do if something is incorrect in Lattice?
What do I do if something is incorrect in Lattice?
If something related to your team is incorrect in Lattice, please submit the Employee Change Request form and include all pertinent details. Someone from POps will respond to your request and make the change.
If you need something re-opened (like a 30-60-90 day review) or if you would like a 360 Review opened for an employee, please reach out directly to your respective People Partner.
R&D, G&A, Marketing | Julie Wilkinson
Sales, Operations | Jade Randolph
India Team | Leela Princy
What do I do if I want to hire for my team?
What do I do if I want to hire for my team?
If you are looking to fill an existing opening on your team or hire for a brand new role, please follow the steps below:
Reach out to your GM, letting them know what role you are looking to hire and how many, and get their written approval to hire.
Once you receive your GM's written approval, fill out the Request for Requisition form at attach a screenshot of GM approval.
Your People Partner (North America) or Talent Acquisition Specialist (India) will schedule a hiring kick-off meeting with you to get the recruitment process started.
Once a candidate has been selected and approved by all interviewers (Bar Raiser included), submit a Request for Hire form. Note that you should be sure of all the details required in the form before submitting it (i.e., hiring manager, compensation, etc.).
For more information on hiring at Vendasta, please take the Recruitment & Hiring module in the Vendasta Manager LMS course.
Who do I reach out to if I have performance concerns with one of my employees?
Who do I reach out to if I have performance concerns with one of my employees?
If you are having performance or behavioural concerns with one of your employees, please reach out directly to your respective People Partner. Your People Partner will schedule a conversation with you to gain an understanding of the situation and will be able to advise on next steps from there.
R&D, G&A, Marketing | Julie Wilkinson
Sales, Operations | Jade Randolph
India Team | Leela Princy
What do I do if there has been an incident?
What do I do if there has been an incident?
For information safe work at Vendasta, including information regarding harassment, discrimination, workplace violence, and Vendasta's commitments, please review our Safe Work Policy.
Please use the Incident Report Form to report any incident, including harassment, discrimination, accident/injury, grievance. This form is also used to whistleblow, should a situation occur where that is required.
What do I do if my team member resigns?
What do I do if my team member resigns?
If one of your team members resigns, please submit the Employee Change Request Form. Ensure that your team member sends you a written resignation if they initially resign verbally. Following your Employee Change Request Form submission, please email people-ops@vendasta.com and include the written resignation notice that was sent to you.
What do I do if my office first employee wants to work remotely?
What do I do if my office first employee wants to work remotely?
Vendasta's Remote Work & Relocation Policy
What do I do if I want to promote one of my team members?
What do I do if I want to promote one of my team members?
So you have a team member with exceptional performance, who is ready for the next level? That's great! Here are a few things to consider ahead of working through a promotions package:
Check out the Career Track in Lattice and ensure the employee in question is already starting to exemplify the competencies for that next level in the track
Once you have reviewed the framework and have determined that a promotion is the right direction, reach out to your People Partner and they will create a promotions package for that employee and share with you to complete
R&D, G&A, Marketing | Julie Wilkinson
Sales, Operations | Jade Randolph
India Team | Leela Princy
Resources
Resources
The Vendasta Manager Training
Self paced learning of procedural responsibilities for every Vendasta Manager
Recommendations on fantastic leadership books for every current or aspiring Vendastian leader.
This form is used by the Hiring Manager when they are ready to make an offer to the selected candidate.
This form is to be used by Hiring Managers when ready to post for a job in their division
Managing through the employee lifecycle
Managing through the employee lifecycle
Hiring
Hiring
Recruitment & Hiring Processes
As a Hiring Manager at Vendasta, you play an important part in screening, assessing, and selecting the right candidates for your teams to find success.
This framework discusses the process of making a hire at Vendasta from the request for requisition stage through to the extension and acceptance of an offer. A step-by-step process, tools, and best practices are discussed to assist you through the hiring process.
Tools & Quick Links
The Bar Raiser Program
Vendasta’s framework for hiring brings together the most impactful pieces of Amazon’s Bar Raiser initiative and the A-Method for Hiring established by Geoff Smart & Randy Street. The Bar Raiser Program enhances the hiring process at Vendasta to ensure that each hiring decision is well thought out and informed so that our new hires raise the bar. This program introduces an additional interview with the candidate, conducted by a designated Bar Raiser. The Bar Raiser interview is the last formal interview, followed by a Bar Raiser meeting in which all interviewers provide their feedback and come to a final decision regarding the candidate.
Employee referral program
At Vendasta, we strive to find and hire the best talent available—candidates who live & breathe our values and are excited to contribute to our company goals. We believe that our existing employees, who have already proven to meet these standards, are a great resource to help us fuel the candidate pool.
Onboarding
Onboarding
Employee Onboarding
Onboarding - onboarding a new employee into their first role at Vendasta
The following breaks down the stages of the Employee Onboarding Process from day zero (pre-employment) to day 90 and beyond. It explains what is required of managers/leaders and which other stakeholders are involved in the process, to ensure that each new employee has a positive and supportive onboarding experience.
New Hire Academy Info
Crossboarding for managers
Crossboarding - onboarding an existing employee into a new role
The Crossboarding checklist is a resource that is used to support managers in preparation for an internal hire joining their team.
Tools & Quick Links
Reboarding for managers
Reboarding - onboarding an existing employee into the same role after a period of absence
The Employee Reboarding Framework outlines the key onboarding information for managers as they prepare to have an employee return from a period of absence.
Tools & Quick Links
Performance and Engagement
Performance and Engagement
Partnering for performance program
At Vendasta, our people are truly our most important asset and we place great value on ensuring everyone is adequately supported in achieving success within their role and reaching their goals. With performance management and development being so much more than just One on One Meetings and Quarterly Performance Assessments, it is imperative that all team members have a comprehensive understanding of Vendasta’s approach to employee performance assessment, management and development and the components that comprise this integrated system.
Lattice Engagement Themes and Metrics (questions)
Each week within Lattice, employees receive 3 questions, called a pulse survey. These questions allow the leadership team to keep a "pulse" on the engagement themes and metrics across the organization according to the 10 themes and 52 metrics (questions) asked week over week. The eNPS questions also rotates through this survey once per month. View the framework below to see the themes and questions asked.
One on one meetings
One on One meetings are an ongoing meeting between a manager and their employee to get a pulse on how that employee and their team are doing. This meeting allows managers the opportunity to get to know their employees better, provides opportunities for the employee to learn and grow and allows employees to bring ideas and solutions forward. Further, these meetings build trust and respect between the employee and their leader as well.
Tools & Quick Links
30/60/90 day probationary meeting review process
Probation meetings are provided to all new Vendasta employees to ensure they receive the necessary guidance from their manager to achieve the expectations laid out in their role, by their 90th day of employment. Throughout the duration of these reviews, managers will be evaluating their employee’s culture and team fit, eagerness to learn and achieve initial success in the role. 30-60-90 day reviews live within BambooHR Performance.
Annal Performance Assessments
Effective organizational performance processes that are rooted in fact and data, coupled with clear and open communication, create strong alignment between Managers and Team Members. Strong performance management rests on the notion of, “what gets measured, gets done” and within Vendasta we believe that by setting goals in the form of Objectives and Key Results (OKRs) and formally revisiting these goals on a quarterly basis, and in a lightweight fashion in 1:1s, allows for an agile and iterative means of achieving individual, team and organizational objectives. This approach fosters a culture of measured accountability, responsibility, and tangible results. It also serves as a cornerstone for our pay-for-performance philosophy, where high performance serves as a catalyst for personal and financial growth.
The following framework dives into the Team Member Performance Review Processes that exist within Vendasta and provides insight into how each process works, and how each tool is used to gain an in-depth understanding of a Team Member’s performance and potential. These tools have been implemented as a means of creating a lightweight, yet data-driven performance management process in a collaborative way between Team Members and Managers. Please reach out to the Talent Team for guidance and/or coaching on these performance tools and processes at any time.
Performance Improvement and Development Framework
The following discusses the performance improvement and development tools and processes that exist to support managers.
Managerial assessment process
Across Vendasta, employees are continuously looking for ways to grow and develop. We aim to be exceptional across all facets of our organization. This includes establishing robust and inclusive evaluation systems and developmental tools. When looking at Vendasta’s Performance Evaluation System—which speaks to the ‘systems’ and cadence we use to evaluate team member success in achieving business objectives—Managerial Assessments are a core component of this system.
Managerial Assessments are conducted by Vendasta team members to provide them with the opportunity to assess their manager in an anonymous way. The assessment is against 11 Managerial Quality Metrics. The Quality Metrics extend from Vendasta’s 16 Leadership Principles and are rooted in actionable ways to grow and develop the behaviours assessed. Managerial Assessments provide managers with the opportunity to gain a deep level of understanding around their own managerial capabilities, bringing awareness to where and how they can improve their Knowledge, Skills and Abilities (KSAs).
Tools & Quick Links
Growth and Development
Growth and Development
Individual Growth and Development
At Vendasta, our employment brand is embodied by the philosophy, "One Company, Many Careers." We recognize that ongoing growth and development are just as important as the compensation you earn as a Vendasta team member. However, taking ownership of your career is one of the most challenging aspects of work that is rarely discussed. The reality is, no one is more qualified to steer your career effectively than you. It’s up to each of us to identify our own career objectives and chart a development course that works for us. This means seeking opportunities for personal and professional growth, being proactive in pursuing those opportunities, and embracing a lifelong learning and growth mindset. At Vendasta, we support this journey by fostering a culture where every team member is encouraged and empowered to take charge of their career development through structured tools and support.
Internal Talent Mobility Processes
The following framework speaks to the various types of internal talent mobility pathways that exist within Vendasta, and how an employee can move along these pathways. A talent mobility pathway is viewed as the ways in which an employee can internally move or change roles within the company.
Promotions Framework & Process
Vendasta’s People Operations team strives to be “One Company, Many Careers” and we want to foster a culture that encourages continuous growth and learning. As employees grow in their roles we want to enable them to have the ability to be promoted, whether that be within their current role or within the company. The following document outlines when an employee may be considered for a promotion within the organization, as well as how the promotion process works and the resources that support this process.
Job levels framework
This framework walks you through the philosophy behind job levels at Vendasta as a means to employee growth and development.
Talent and Leadership Development Programs and Frameworks
Talent and Leadership Development Programs and Frameworks
Situational Leadership Theory
We all want to be great leaders and to inspire and develop the people who depend on us for guidance. Applying the model of situational leadership with your teams will enable you to partner with your employees in the way they need, and increase your team's morale and confidence.
The art of effectively leading employees and teams is largely built upon understanding where an employee or team member is at in terms of their learning and development, and then selecting the appropriate leadership style to support them. The following discusses Situational Leadership and the tools you can use as a leader to assess where an employee is at in their learning, and secondly, what leadership style/approach to utilize as a means to helping them learn, grow and develop in their role.
Mentorship program
Mentorship program
The Vendasta Mentorship Program is a leadership development tool with leaders mentoring leaders. Mentors are designated Senior Leaders within the company with knowledge, skills and expertise they can offer to Mentees. The program is ultimately designed to foster leadership development in current and/or aspiring leaders within Vendasta. The program runs two separate cohorts each year (Oct-Mar and April-Sept), offering a curated experience for program participants.
Our vision is to cultivate an unwavering culture of leadership excellence at Vendasta, empowering and equipping Leaders to inspire, innovate, and lead in alignment with our 16 Leadership Principles to drive a winning culture.
Leadership Development Programming Pillars
Leadership Development Programming Pillars
Vendasta’s Leadership Development strategy is built on three core pillars of programming:
VendastaLead (VLead) Programs- All-Access monthly community-based programs and workshops for current and aspiring leaders. By joining the VendastaLead community on GChat and attend monthly sessions. Note, please see he VendastaLead page for all past workshops and sessios.
Coaching Programs- Individual (1:1) and group (team) coaching. By request to the Director of Talent.
Specialized Programs- Strategic and tailored programming for specific teams, groups or cohorts. By invite only.
Our three-pronged approach provides support to all levels of leaders across the organization, whether an aspiring, emerging or experienced leader.
Employee Leaves
Employee Leaves
Managing sick leave
Managers can view resources to help manage and monitor their employees' sick leave here.
Leave of absence framework
Vendasta’s leave of absence framework will provide all employees with information on the types of paid and unpaid leaves available if the need arises.
View the policy here
Termination & offboarding
Termination & offboarding
Offboarding process
The following breaks down the various ways in which Employees exit the organization and the steps that Managers are required to take, should one of your employees’ choose to resign or their employment is terminated.
Termination framework
Termination framework
The following provides leaders with a comprehensive understanding of Vendasta’s termination philosophy and process.
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