Embedded Files
Overview
Overview
As Orchestra continues to grow and evolve, so does the way we set goals, measure success, and support one another’s development. Our Performance & Growth approach is designed to bring clarity, consistency, and purpose to how we work—ensuring every team member understands what’s expected, how they’re progressing, and where they can go next.
Performance reviews and goal setting are not just checkpoints—they’re ongoing conversations. They help align individual contributions with team and company priorities, create space for meaningful feedback, and empower you to take ownership of your growth. Through clear goal-setting frameworks, regular check-ins, and thoughtful evaluation, we aim to make performance a tool for development, not just assessment.
These pages will continue to evolve alongside our practices, with updated resources, tools, and guidance to help you navigate performance conversations with confidence and intention.
Table of Contents
Table of Contents
Lattice
Lattice
Orchestra will be conducting performance management and gaol setting through Lattice.
All active Lattice users are able to login either with SSO or by creating a username and password.
Note: the URL for Lattice has changed so if you’ve saved the platform somewhere, be sure to update the link: https://orchestraco.latticehq.com/admin/people/employees
Lattice
Performance Management
2026 Mid Year Review Process (BR, GEG, Orchestra Only)
2026 Mid Year Review Process (BR, GEG, Orchestra Only)
We’re launching the 2026 Mid-Year Review process on Monday, June 1. Below is an overview of what to expect, key dates, and how to prepare.
The goal of this cycle is to create a lightweight, actionable feedback process that supports employee growth, strengthens cross-functional collaboration, and helps inform development conversations ahead of the second half of the year.
One important note: our formal annual review process — which has historically taken place during the summer — will shift this year to September–October.
What’s Changing This Cycle
What’s Changing This Cycle
This mid-year process will serve as a pilot for a broader Orchestra-wide review framework. As part of this update:
We’ll be collecting both short peer reviews and manager reviews
Peer reviews questions are now predominantly quantitative - intended to generate more meaningful feedback from integrated account partners and cross-functional collaborators. Each peer review should take ~5–10 minutes to complete.
Manager reviews questions are also re- designed to provide more succinct, actionable and consistent performance feedback. Each review should take ~10–15 minutes to complete.
Peer reviewers will be a mix of employee-nominated and auto-assigned reviewers (see more below)
Self and Upwards reviews will not be included in this cycle
Review questions have been intentionally streamlined to keep participation lightweight and manageable
Participation & Eligibility
Participation & Eligibility
This cycle will include permanent, full-time staff from:
BerlinRosen
Glen Echo Group
Orchestra Central Teams (including Integrated Marketing)
Employees who were hired after May 1 will not participate in this review cycle. Employees who started prior to May 1 will participate.
Timeline
Timeline
Monday, June 1: Review cycle launches
Wednesday, June 3: Peer reviewer nominations due
IMPORTANT: If you will be on PTO during the peer nomination window, please reach out to Luke Sledge (our new HR Manager) as soon as possible with your two peer reviewer nominations
June 7–12: Peer review writing window
June 14–19: Manager review writing window
June 21–26: Evaluation conversations
Replicon Coding
Replicon Coding
You can use the following coding for time spent completing reviews:
Non-Billable
Task: Internal Administrative
Sub Task: Internal Meetings
Peer Reviewer Assignements
Peer Reviewer Assignements
Each employee has been assigned 3–5 peer reviews, including a combination of requested reviewers and additional reviewers selected based on shared accounts and teams. We have limited review assignments to fewer than six reviews for the vast majority of staff. For more information about the assignment process, please see the embedded FAQ document.
If you do not feel you can provide meaningful feedback for an assigned review, or if you have any questions, please reach out to performancemanagement@orchestraco.com.
2026 Goal Setting (bonus-eligible staff)
2026 Goal Setting (bonus-eligible staff)
We’re kicking off 2026 goal setting to ensure everyone has clear, measurable goals in place. Please review the guidance below and enter your goals in Lattice by Friday, April 17th.
Bonus Structure Reminder
Bonus Structure Reminder
Your 2026 bonus will be weighted primarily toward firm and vertical performance.
The remaining will be based on your individual performance—specifically how you perform against Orchestra values and competencies, your 360 feedback, and completion of your goals.
Setting Qualitative Goals
Setting Qualitative Goals
The focus of this exercise is on qualitative goals, which define how you deliver results. Each person should set three qualitative goals and one stretch goal.
These goals should be grounded in your role and responsibilities, aligned to an Orchestra value and core competency, and structured with clear outcomes, timelines, and ways to measure progress.
As you draft your goals, aim to cover a mix of areas, including:
Client relationship development;
Team leadership and management;
Growing and leading integrated accounts; and
Personal skill development.
Your stretch goal should reflect impact at the next level—something ambitious that pushes beyond expected performance.
What a “good” goal looks like
Even though these goals are qualitative, they should still be measurable. Strong goals clearly define what success looks like and how it will be tracked over time. For example:
“Improve client delivery predictability by implementing a standardized weekly status cadence across my accounts and reducing missed milestones from X to Y by Q3, with monthly reporting on delivery health.” → strong
“Communicate better with clients.” → vague, no clear definition of success or measurement.
For additional guidance, see this SMARTIE goals worksheet.
Introducing: Orchestra’s Goal-Setting GPT
Introducing: Orchestra’s Goal-Setting GPT
To support this process, we’ve built a custom Orchestra Goal-Setting GPT to help you draft and refine high-quality goals. The tool will guide you in shaping goals that are aligned to your role, measurable, and actionable.
Start here: [Link to Goal-Setting GPT].
Be prepared to share your title, vertical, draft goals OR 3-5 key responsibilities/priorities for your role.
As with any AI tool, please make sure you are actively engaging with the GPT: refine your prompts, question its suggestions, and iterate until your goals feel clear, specific, and meaningful to your work. While this tool is helpful for brainstorming and refining ideas, you are ultimately responsible for articulating and achieving your goals—so be sure you feel confident in what you submit.
Note: this GPT is in a BETA phase - we welcome all feedback to keep improving it!
Resources
Resources
Instructions for getting goals into Lattice
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