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Date: January 28, 2025
Reminder: Q4 Goal Reviews Close Today
This is a friendly reminder that Q4 Goal Reviews close today at 10:00 AM CST. As of now, we’ve reached 80% completion—thank you for your efforts so far!
If you have any remaining reviews to complete, please prioritize submitting them before the deadline. Your thoughtful feedback is essential to ensuring a successful close to the quarter.
Should you need any assistance, don’t hesitate to reach out to the People Team.
Thank you!
Date: January 27, 2025
Hi everyone, we’re excited to announce that the Annual Performance Review process for 2024 has officially launched within the Lattice platform!
This process is designed to evaluate three key areas of performance:
Quarterly Goal Achievements
Leadership Behavior Embodiment
Overall Impact
Whether you’re completing a self-assessment or reviewing your team members, here’s what you need to know:
For All Employees: Completing Your Self-Assessment (Due Feb 7)
This self-assessment is your opportunity to reflect on your 2024 performance. Please thoughtfully answer the 9 evaluation questions, focusing on your accomplishments, feedback received, and progress made throughout the year. Use specific examples to support your ratings and provide additional context wherever possible.
For Managers: Completing Team Member Assessments (Due Feb 14)
As a manager, you’ll review your team members’ performance across the same three key areas. Use the 9 evaluation questions to provide thoughtful, well-supported ratings that reflect prior reviews, feedback, data, and outcomes.
Q1 Promotions
If you’re nominating a team member for promotion during this review cycle, it’s essential to submit the nomination within the Lattice platform.
Navigate to “Submit Promotion Nominations – 2024 Annual Performance Review” in your Lattice tasks.
Select “Nominate” and choose the team members you’d like to nominate.
Submit a link to their approved and completed promotion package in the provided text box.
Submitting promotions during this cycle ensures they are reviewed as part of the calibration process.
Resources to Support Reviews
1. Lattice Platform:
Use the right-hand panel on the Lattice screen to filter by “Past Year” and review the following:
Performance Summary: A summary of feedback received.
Career Track Competencies & Definitions: Relevant to your role or level.
Past Reviews: Quarterly Goal Reviews, Probationary Reviews, and more.
Feedback: Both public (Kudos) and private feedback.
Goals: Lattice goals for the year.
Growth Areas: Development opportunities outlined in Lattice.
Updates: Weekly updates submitted throughout the year.
2. Performance Assessment Guide:
Refer to the 2024 Vendasta Performance Assessment Guide for detailed instructions on each question and rating scale. Carefully review the descriptors to ensure your ratings are accurate and well-supported.
Written Comment Guidelines
Comments Visibility:
Self-assessments will be shared with your manager as part of the review process.
Managers’ ratings and comments will be visible to team members during performance conversations, upon the review packet being shared.
Guidelines for Written Comments:
Ratings of 1-3 and 8-10, as well as the Impact question, require written comments to support the evaluation.
Ratings of 4-7 do not require comments, but adding context is highly encouraged to provide clarity.
What’s Next?
February 14 (EOD): Deadline for all performance assessments to be submitted.
February 17–28: Calibration meetings will take place.
March 3–14: Merit cycle and approvals will be conducted.
March 17–28: Managers will hold performance and merit (if eligible) conversations with team members.
Thank you for taking the time to thoughtfully engage in this important process. Should you have any questions or need support, please reach out to your Manager or the People Team. Cheers!
Date: January 24, 2025
Reminder: Q4 Goal Reviews Due Today 🥳
Hi Managers, today is the final day to submit your Q4 Quarterly Goal Reviews. Currently, we have 54% of reviews completed. Please take some time today to ensure your reviews are finalized by end of day. Managers with outstanding reviews have received a notification through Lattice, and you’ll also find the list of outstanding reviews here for your reference.
As a reminder, our Annual Performance Review launches on Monday, and these quarterly reviews play a key role in supporting the Quarterly Goal Evaluation portion of the process.
Note for Dotted Line or Previous Managers
If you are a manager who needs to complete an annual performance review on Monday for someone you:
Do not directly manage on the organizational chart (e.g., dotted-line reports), or
Previously managed during 2024,
Please notify Kim Coutts by 10 AM on Monday so we can ensure everything is set up correctly for the review cycle launch.
Thank you for your attention to this! Please don’t hesitate to reach out if you have any questions! 😎
Date: January 20, 2025
Hi Leaders! Join Us for Our First Monthly Manager Meetup This Wednesday! 🚀
We’re excited to launch Monthly Manager Meetups—a dedicated space for leaders to connect, share insights, and tackle key topics that impact how we hire, grow, and lead our teams. These sessions serve as a larger talent sync, bringing together cross-departmental managers to discuss common challenges, share best practices, and collaborate on solutions that drive success across teams.
For our first session, we’ll focus on enhancing our hiring process and introducing new tools designed to improve structure, efficiency, and fairness in hiring. Our goal is to ensure a more consistent, data-driven approach that helps us attract and select the best talent while reducing bias and saving time.
Join us to explore:
✅ Structured Hiring
✅ New Candidate Interview Guide
✅ Custom GPT Interview Guide Builder
This session will equip you with actionable takeaways to improve your hiring process and set your teams up for success. Looking forward to seeing you there!☺️
Date: January 14, 2025
Managers,
We’re already halfway through January! I wanted to pop in with some key performance updates to keep you informed and on track:
1. Q4 Goal Reviews – Due January 24th ✅
Please complete your team member's Q4 goal reviews in Lattice by EOD January 24th. These take 10–15 minutes and provide valuable feedback that helps your team members grow as they craft their Q1 goals. Plus, it will streamline the annual performance reviews just around the corner!
2. Q1 Goals – Now in Lattice 🎯
Ensure that both you and your team members have entered Q1 goals in Lattice, using the correct goals "group" and laddering.
Take a moment to review:
🔑 Reminder: OKRs should highlight what’s special about this quarter-focus on new initiatives or improvements. Avoid cramming BAU items or everything you are doing this quarter into your OKRs.
3. Performance Reviews – Kickoff January 27th 👟
Get ready with these steps:
Gather Feedback: Request input from 3–5 people across the organization using Lattice’s private feedback feature. Start today versus waiting!
Prep Promotion Packages (if applicable). Please reach out to your People Partner for a template, they will need to be submitted WITH the review submission for your team mmeber(s).
Review the Performance Assessment Guide to familiarize yourself with questions and rating scales.
If you prefer, start drafting responses in a document now, and copy-paste them into Lattice on Jan 27th.
Meet with your Team Members: Walk them through:
🗓️ Block time in your calendar for completing reviews and scheduling discussions.
Questions?
The People Team is here to help-reach out anytime!
Thanks for your dedication to these important processes 😊
Date: January 9, 2025
🇨🇦 Exciting news for our Canadian employees!
The 2025 Sun Life benefits booklet is here! 🎉 It reflects the updates we announced in late 2024 following the recent renewal process. It’s available on the Front Step > Resources > Employee Benefits.
💡 A friendly reminder: Your dependents (spouses and children) covered under your policy can use your Member ID for their benefits. They can also download and log in to the my SunLife mobile app using your credentials. If you need to add a dependent, our wonderful Payroll team is happy to help—just reach out!
✨ Looking to kick off the New Year with a focus on health and wellness? Check out the Provider Search tool to find services like Acupuncturists, Naturopaths, Physiotherapists, and more right in your city.
As always, feel free to reach out to any of us in People Ops in case you have any questions about your coverage!
Date: July 16 2024
Hi Leaders, the Q2 Quarterly goal cycle reviews have officially closed. Thank you to everyone who completed their goal reviews! 🥳
You should have received a notification via Lattice to share the review packets. Your feedback was not automatically shared with your team members and is waiting for you to do so. Please share the packets by EOD July 26th; otherwise, the feedback will be automatically shared with all team members.
As an extension of this, please ensure you:
Schedule or leverage an existing 1:1 meeting with your team members to discuss the Q2 goal feedback.
Review and confirm that your team members have set Q3 goals according to the Corporate goal-setting framework.
Create growth areas within Lattice for any competency or skill development needed.
If you have any questions or need assistance, please contact myself or your talent partners.
Note: Many leaders were unable to submit goal reviews due to:
Team members not having Q2 goals within the Lattice system.
Team members moving Q2 goals to the Q3 goal cycle without closing them out and recreating.
Creating Q2 goals in Q3 after the Q2 goal reviews launched.
Thank you.
Date: July 15 2024
Good morning and Happy Monday! 🌻
Just a reminder that Q2 Quarterly Goal Reviews are due today by 5 pm CST. Please ensure that you and the managers within your function complete these reviews for all team members. You can check the status of goal reviews in this report, which shows managers who have not yet completed their reviews.
Providing timely feedback is crucial for your team members to understand their performance and areas for improvement as they move into the next quarter, aligning with their focuses and success metrics.
FAQs:
What if a team member was on leave in Q2 and I cannot submit?
Please disregard this request for those team members, as they will be excluded from the goal review completion rates.
What if a team member did not have Q2 goals in Lattice and I cannot complete the goal review?
All team members should have goals set from day one, regardless of their start date or the number of days worked in the quarter. Refer to the 30-60-90 Meeting & Review Process for details.
If you have any questions, please reach out to your Talent Partner or a People Operations Leader.
Thank you!
Date: June 28th 2024
Hi Managers,
Happy Q3! As a friendly reminder, our quarterly goal review for Q2 has launched today and will be open until July 15th. Please allocate 10-30 minutes per team member to review their Q2 goals, providing feedback on their achievements and key learnings.
Key Points to Remember:
Before You Start:
Goals created after the review cycle has launched will not be included.
Updates made to goals after the review cycle launch will be reflected in the review.
For late reviewees, goals will be pulled based on their addition to the review cycle, not the initial launch date.
Goal Inclusion:
All eligible top-level goals, including individual, team and department-level goals, will be pulled into reviews.
Only top-level objectives or key results will be included. However, other key results attached to these goals can be viewed using the collapsible option within the review.
Thank you for your attention to this important process!
Date: June 28th 2024
Happy last day of Q2! Where did the time go!? 🤔
This is a friendly reminder to you and your teams that all Q2 Lattice Goals should be closed out by the end of the day on July 1. Please update and finalize the goals at their current completion rate or at 100%.
On July 2, we will kick off the quarterly goals reviews in Lattice, which runs through July 15. This will ensure you can provide your team members with feedback on their goal completion and quality, which will help support their performance and assist in crafting their Q3 goals. For further details on the process, please refer to the Corporate Goal Setting process.
Thank you, and have a great weekend!
Date: June 25th 2024
Hi Leaders! Can you believe it's the last week of Q2 already? Ring those bells!
I wanted to share our Annual Performance Calendar so you can mark your calendars and always be prepared for upcoming talent activities for your team. This document outlines each talent activity, explaining the expectations for both Managers and Team Members. Additionally, there's a quarterly breakdown of talent activities on page 4 for your convenience.
As we close out June and Q2, here are the tasks you should have on your radar:
1. Q2 Goals Closeout
Deadline: Friday, June 28th
Action: Update and close out your Q2 goals, marking them at the current completion percentage or 100% if fully achieved. Ensure your team members do the same.
2. Q2 Quarterly Goal Review
Timeline: Friday, July 12th
Action: Look out for an email and Lattice task notification in your inbox to complete your quarterly goal reviews for your team members. Set aside time to review each team member's goals and provide feedback on their progress and results. The goal reviews will close by EOD on Friday, July 12th.
3. Q3 Goal Crafting
Timeline: After completing quarterly goal reviews
Action: Meet with your team members to review and finalize their Q3 goals.
When crafting goals, please reference the Corporate Goal-setting Framework and ensure that your goals embody the following criteria:
Clearly Stated: Is it plainly stated what needs to occur and by when?
Meaningful: Does the OKR represent meaningful change, improvement, and growth? Is it inspiring?
Prioritized: Is this a priority?
Specific & Timebound: Is the goal specific and timebound?
Achievable: Is it aggressive yet realistic? Can we actually achieve it and make a difference?
Measurable: Is the criteria for success clear, measurable, and verifiable?
Controllable: Is the goal within the control of the team/person or is it an outcome outside their control?
Focused: If there are more than three goals, how might we reframe these at a higher level?
Let's finish Q2 strong and start Q3 with clear, impactful goals!
Date: June 14th 2024
Hi everyone, the People team has activated Anniversary reminders via BambooHR! This means that you will be receiving reminder emails from BambooHR 1 week and 1 day prior to any direct report anniversaries. Why? We want to give you a heads up so that you can celebrate your team! It will also help when celebrating milestone anniversaries (5, 10, 15, etc), giving you time to prepare your All Hands shout out.
Date: June 3rd, 2024
Hi everyone,
We’re excited to announce some new changes, effective today, to some of our talent tools and processes!
Goodbye V-profiles!
We've officially moved on from V-profiles to something even better. From now on, we'll be using Job Descriptions to define roles here at Vendasta. These descriptions will cover everything from Role Mission and Core Accountabilities to KPIs, Success Metrics, and the specific Knowledge, Skills, and Abilities required for each position. Our Talent Partner Team has taken charge of crafting and refining these descriptions. They will ensure everything is up-to-date whenever you're hiring, restructuring, or just need a quick reference. If you need to check out your job description or have any questions, just give your Talent Partner a shout.
30-60-90 Day Role Outcomes Now Integrated with Lattice Goals
Starting immediately, the 30-60-90 day role outcomes for new team members, previously part of the v-profiles, will now live directly within Lattice Goals. To streamline the process and ensure a smooth annual review next year, please make sure to input these outcomes into Lattice Goals before their first day. This integration keeps everything organized in one place right from the start. Please feel free to refer to the framework [here].
Streamlining Lattice Career Tracks
We're excited to announce a major simplification project for our Lattice Career Tracks! Over the next few months, we'll be conducting a comprehensive overhaul of more than 100 Individual Contributor and Manager career tracks. This initiative aims to refine these tracks to be role-specific, ensuring they clearly define the key competencies required for career progression. Stay tuned for updates as we make our career tracks more straightforward and focused!
Recording Growth Areas in Lattice
We’re making strides in aligning personal and professional goals with career development! All team members are now required to capture their personal and professional goals within Lattice under "Growth Areas." These are crucial for promotions and performance evaluations, so please ensure they are recorded by the end of June. If you have any questions about this process or need further guidance, don’t hesitate to contact your Talent Partner. For a detailed explanation, you can refer to the framework [here] or watch the workshop recording from June 16th.
Updated Lightweight Promotion Packages
We're pleased to introduce a streamlined promotions template! This new approach utilizes a simplified template that focuses on Goals and Achievements, 360 Feedback, and Notable Growth Areas. If you're preparing a promotion package for the upcoming cycle, please reach out to your Talent Partner. They will provide you with the necessary template and offer support throughout the process. Remember, all promotion submissions for the Q3 cycle must be completed by September 15, 2024. For detailed guidelines, please refer to the framework [here].
Should you have any questions on any of the above updates, please feel free to reach out to me directly or your Talent Partner.
Thank you!
Date: May 8th, 2024
Hi Leaders,
Thank you for your responsiveness and support in getting our 2024 Talent and Total Rewards Sessions booked! You will see an invite on your calendar called ‘Talent & Total Rewards Session’ between May 13th – May 24th.
The objectives of these sessions include:
Enhancing communication and transparency related to our people programs and initiatives in 2024 by sharing employee driven engagement opportunities.
Ensuring team members know their feedback is valued by sharing our 2024 talent and total rewards roadmap denoting organizational and regional impacts and;
Creating a safe space for team members to provide feedback through an allocated open Q&A.
Action items for you:
Encourage Participation from your teams and ensure they have been included on the calendar invites
Please share the below messaging with your teams
"You’re invited! Talent and Total Rewards will present Vendasta’s talent and total rewards engagement metrics and results, followed by an open Q&A, between May 13 – May 24th. Organization-wide sessions will discuss 2024 initiatives designed to address actionable opportunities that impact team member growth, benefits and compensation. Our primary objectives are to provide insight into our pulse survey results, ensure that team members know their feedback is valued, and to communicate the ongoing efforts of People Operations in making Vendasta an exceptional place to work and grow.
Talent and Total Rewards will be facilitating engagement sessions to:
Discuss engagement and people programs and opportunities
Share the Talent & Total Rewards 2024 roadmap denoting organizational and regional impacts and;
Allocate time for an open Q&A"
Thank you,
Nicole & Kim
People Operations
Date: May 2nd, 2024
Hello Leaders,
This is a quick update to share the changes that we have made to our Professional Development Days policy. Going forward, all full-time permanent team members who have passed six months of service may be eligible for a maximum of five professional development (PD) days per year (prorated by calendar year). These days are approved at your discretion (as the team member’s manager) and audited by the Learning Experience team to ensure compliance with established policy.
So what does this mean for you as a manager? You are now responsible for approving PD days in BambooHR. This includes ensuring that your team member is using this time for approved professional development activities. We have provided some examples below of professional development activities that qualify/do not qualify:
Qualifies
Educational courses from an accredited learning institution (live or remote) that are relevant to your team member’s role at Vendasta
Conferences with a focus on professional development
Other professional development activities as approved by you as your team member’s manager
Does Not Qualify
Courses that are not relevant to role responsibilities or career advancement
Sales conferences - considered to be part of specific roles and does not qualify for PD days
Reading a book - this can be embedded into your team member’s day to day
Working on a promotional package - this can be embedded into your team member’s day to day
For additional guidance on what qualifies for PD time please reach out to Erin Remai (Senior Manager of Learning Experience).
Date: April 8, 2024
Hello Leaders,
Happy Friday! Just a quick reminder to complete your Q1 goal reviews within Lattice today, following our Corporate Goal Setting Process. Take a moment to review your team members' Q1 goals conveniently located in your Lattice 'tasks' on the home page. This is a great opportunity to provide feedback on achievements and key learnings.
Also, please ensure all Q2 goals are crafted and finalized within Lattice for yourself and your team members by the end of next week. For guidance, refer to the Individual Goal Setting Guide or reach out to Bryan Larson, VP of Strategy, or any Leader of the People Operations Team with any questions.
Date: April 5, 2024
Thank you to everyone who participated in the 2023 Performance and Merit Review cycle. We appreciate the time and effort this process took, and we’re looking forward to putting your valuable feedback into action as we move forward with the 2024 review cycle.
Merit Letters: Merit awards were previously presented to eligible team members during the Annual Review one-on-one.
Eligible participants can locate their merit letter by logging into Bamboo > Documents > Employee Uploads.
If you have any questions related to your merit letter, please reach out to Nicole Webb or Patrick Fusick.
What’s Next - 2024 Performance and Merit Cycle
Q1 is a wrap, thank you for your ongoing contributions.
Jan - Dec 2024: Vendasta’s current performance year
Jan - Feb 2025: Vendasta’s next Annual Performance Review Cycle
Q1 2025: Vendasta’s next Merit Review cycle.
We look forward to an exciting year ahead!
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