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People Services Update

By   ·  2 minute read
As the organization continues working towards a workplace where people feel supported, valued, and empowered to grow, People Services has several important updates to share. This article looks back at the 2025 Performance Review Process and includes a short survey for sharing your feedback, which is greatly appreciated. It also provides a reminder about the importance of regular 1:1 conversations and includes a link to the supporting video.
 

Performance Review Process

The 2025 Performance Review Process is now complete. Thank you to all our teams and managers for working hard and taking the time to talk and finish the reviews on time. 

Reflecting on the Evolving Performance Review Process 

Since launching the new Performance Review framework in 2024, the goal has been to create a review process that works for our business, not a one-size-fits-all model, but one that adds value for our employees. 

Feedback from focus groups across all business units shaped the performance review templates and processes. This input made sure the processes fit the needs of different teams in the GracoRoberts family of brands, including operational, office-based, managerial, along with sales and service roles. 

Updates to the Performance Review Process Based on Your Feedback 

Feedback from last year was clear and constructive. Here’s what you told us and how we responded: 

  • “The process feels too long.” 

→ The process was simplified by streamlining written requirements and focusing on what is most relevant by reducing the number of questions. 

  • “There is repetition.” 

→ Questions were consolidated to create a cleaner and more efficient experience. 

  • “We need a Mid-Year review.” 

→ The Mid-Year Check-in was introduced in June 2025, which provided the opportunity to employees and managers to connect and provide feedback and recalibrate goals, as needed. 

  • “Goal setting is unclear in some teams.” 

→ Goal setting training was introduced in 2025 to support employees and managers in setting clear goals. 

  • “Managers need better tools for effective 1:1s.” 

→ One-on-one (1:1) training was introduced in 2025 to everyone on how to have meaningful ongoing conversations.  Everyone received the training and guidelines to ensure awareness and empowerment. 

  • “The Flight Status definitions need improvement.” 

→ Updated and clarified to ensure understanding across teams. 

Now, looking ahead to Performance Review 2026, please share your feedback on: 

  • Did these improvements make a difference? 

  • What else should be refined? 

Your feedback is essential. 

Please click here to complete the survey to help us continue shaping a process that works for everyone. 

Making 1:1 Conversations More Meaningful  

Regular 1:1 meetings are one of the most important ways for managers and employees to stay connected. When done well, they build trust, improve communication, and provide support. Here are a few simple practices that make 1:1s more valuable for everyone:  

Employees  

  • Lead the conversation by bringing your own topics.  

  • Share your challenges, successes, and goals.  

  • Talk about ideas or suggestions for improvement.  

  • Ask for help when you need it.  

  • Give your manager feedback on how they can best support you.  

Managers  

  • Listen actively and let the employee guide most of the conversation.  

  • Ask open, thoughtful questions.  

  • Build rapport and create a safe, honest space to talk.  

  • Be present and open to feedback.  

  • Be consistent by scheduling and keeping regular 1:1s.  

 Click here to watch the video on 1:1 Meetings for more information.