Business Email · Gemini 3.5 Flash

Important: Shifting our Annual Review Cycle to April! Dear Team, We are trying to improve the way we operate at Workify to enable your growth and development as professionals. As we previously mentioned, we have revisited our annual performance and compensation review process and we have made some updates. The updated process will now start in April instead of December. Our Annual Performance and Compensation Review Cycle will now take place in April instead of December of the following year. By moving our annual review process to April, we are attempting to decouple our review process from the end of year time, a time when most people are busy wrapping up the year, trying to meet year end goals, and celebrating with family and friends. This time of year is not ideal for requiring employees to go through a thoughtful self assessment process as well as hold career development discussions. We believe that by moving our review process to April, we will be able to hold more meaningful and less stressful development conversations and be aligned with our Q1 planning. **What this means for you:** * **The Transition:** The start of our upcoming review cycle will be in April [Year]. * **Compensation:** For merit increases and promotions that are normally awarded in the review cycle, the timing of awarding these increases and promotions will shift to May instead of January. * **Bridge Support:** A pro-rated adjustment plan has been designed to address the period between the last annual review and the start of the new review process in April. A set of FAQs for the ‘Bridge’ period will be distributed to employees by HR in due course. By having our annual reviews in the Q1, we will have more meaningful and low-stress development conversations, and we will better can align our annual reviews with our Q1 planning. We will hold a Q&A to answer your questions regarding this update in more detail. This Q&A will take place this Friday at [Time] and I will attend this meeting along with HR. As is always the case, if you have any questions in the meantime please don’t hesitate to contact me or your HR Business Partner. Thank you for your continued hard work and your understanding in this matter. Best regards, [Your Name] [Your Title]

Dear Team, The annual review and compensation timeline will be moved from December to April beginning next year. We believe this will make the review cycle less hectic and provide more time and focus for meaningful conversations. As the new review cycle begins in April [Year], any salary adjustments and promotions will be effective in May. A bridge plan is being developed to cover the time between reviews for anyone who feels this impacts them disproportionately.HR will share a FAQs and details of the bridge plan. This will lead to less-stressed conversations, better alignment with Q1, and increased ability for thoughtfulself reflection and career discussions. HR will lead an informational Q&A sessions this Friday at [Time]to answer any and all of your questions. You are also welcome to send any questions directly to myself or HR. Thank you for your cooperation. Best, [Name]

RE: Very important update - Change of Annual Review Cycle to April Dear Team, We are continually striving to make our operations as efficient and effective as possible to support your professional development, therefore we are making an important change to the timeline of our annual performance review. Our annual review and compensation cycle will change from December to April from next year. The main intention behind this change is to remove the review process from the hectic end-of-year holiday season. December is always a stressful month of year-end wrap ups, deadlines, and personal festivities. The move to April affords everyone the time, focus, and energy they need to engage in thoughtfully-personalised self-reflections and constructive career conversations. What you should expect: As a result of this change, our next review period will start in April [Year]. There will be no pay hikes since any merit raises or promotions will be effective in May, not January. * Bridge Support: We recognise that this extends the time frame since your previous inspection. Therefore, to ensure nobody is disadvantaged, we are adopting a pro-rated adjustment plan that will take into account the transitional months. HR will be providing detailed information on this bridge period via FAQs in the near future. We feel this will encourage development discussions to be more meaningful and cause less stress, and reviews will better align with our planned review session in Q1. On Friday at [Time] we will be holding a short Q&A session, where we can address any questions you might have! If you have any questions in the meantime please don't hesitate to contact either myself or HR direct. Thanks for your flexibility and continuing efforts! Best regards, [Your Name] [Your Title]

Subject: Update: Moving our annual review and comp cycle to April Hi everyone, As we look for ways to continue improving and supporting your growth at the company, I'm writing to share an update to our performance review timeline. We are moving our annual review and comp cycle from December to April. The reason we are making this change is to decouple the cycle from end-of-year. We all know that December is a month typically rife with wrapups, deadlines, and the holidays. Moving this to April enables our team members to dedicate the time, energy and focus to a review cycle which is more conducive to self-reflection and career development conversations. As this is an extension of the cycle, the next cycle begins in April [year]. Any merit increases or promotions for this cycle will take effect May [year]. As this is an extended cycle period from your last review, all employees will be eligible for a pro-rated comp adjustment plan to ensure no one is affected by a delayed cycle. More details will be shared from HR shortly, and FAQs will be circulated. I believe this move will lead to more meaningful and less stressful development conversations while aligning the cycle with our Q1 planning. Please join a Q&A session this Friday at [time] to ask any questions. Otherwise, feel free to reach out to me or HR with any questions. Thank you for understanding and as always, for doing great work! Best, [Name] [Title]

Subject: Important Update on Review Cycle: Change to April Hello Team, In our continued effort to create efficiency in our operations and foster your growth, we are changing the annual performance review and compensation cycle. As of Next Year, we will be changing the Review and Compensation Cycle to begin in April Instead of December. The intent behind the change is to create more of a separation between the review process and the time of year where many of us are busy wrapping up projects, meeting deadlines and celebrating family holidays. December has historically been a very busy month and Full of Pressure due to wraps up, deadlines and personal time off, thus we determined that April gives everyone the time, focus & energy necessary for proper self-evaluations and constructive feedback regarding the future of your individual careers. What this means to you: - Transition- This upcoming Review Cycle will be completed in April [ Year ] and this will also be the beginning of the next review cycle. - Compensation- All increases for merit will not take place until May instead of January. - Bridge- We are very aware that this extends the time between the previous review and the new review. Therefore, we want to develop a pro-rated schedule to ensure that no one is adversely affected based upon the interim period. More details, including FAQs related to the interim period, will be provided by HR shortly. It is our belief the adjustment will allow for significantly more meaningful development conversations and the reviews will align more closely with our quarterly plan for Q1. We will be hosting a brief Q&A session this Friday at [ Time ]. If you have any questions please feel free to reach out to me or someone from HR. Thanks for your continued flexibility and hard work. Sincerely, [Your Name] [Your Title]

Subject: Important Update: Annual Review Cycle Moving to April Dear Team, In an effort to enhance our operations and accommodate your needs better, especially with regard to your professional development, we have an important update regarding the timeline for our performance reviews. Beginning next year, we will be moving our annual reviews and the related compensation updates from **December to April**. Our focus in making this change is to separate the review process from the busy holiday season. December is typically a stressful month due to year-end wraps, deadlines, and personal celebrations. Shifting to April will allow everyone to have the time and energy we all need to give careful thought to the reviews and the related discussions. **What this means for you:** **The Transition:** As a result of this change, our next review cycle will be in **April [Year]**. **Compensation:** Merit increases and promotions associated with this review cycle will be effective in May, instead of January. **Bridge Support:** We know that this change will extend the time since your last review. To make sure no one is negatively impacted by this change, we will be implementing a pro-rated adjustment for this transitional period. FAQs regarding this adjustment period will be provided by HR soon. We think that change will encourage development conversations that will be less stressful and more meaningful, and we think it will help to align our reviews with our Q1 planning. We will be holding a short Q&A this Friday at [Time]. You will get more details about the change then, and it will give you a chance to ask any questions. If you need anything in the meantime, you can reach out to HR or me. Thanks for your hard work and flexibility during this time of change. Best [Your Name] [Your Title]

Subject: Important Update: Annual Review Cycle Shift to April Hey team, In our ongoing efforts to optimize our processes and enable greater support for your professional development, we are introducing an important change to our annual review schedule. Starting from next year, we will be changing our annual review and compensation cycle from **December to April**. The main rationale behind this decision is that the process should not be associated with the stressful December month filled with end-of-the-year tasks, deadlines, and personal events. With this change, we will make sure everyone has enough time, attention, and energy for reflection on their accomplishments and productive career conversations. **Key changes for you:** * **Shift Timeline:** As a result of the timeline change, the next review cycle will start in **April [Year]**. * **Compensation:** Any bonuses and promotions related to the review cycle will become effective in May. * **Transitional Period Support:** This change means the period since your last review becomes extended. To make sure that nobody is negatively impacted by this transition, we have developed a pro-rated solution. More details on this period are provided by HR soon in the form of FAQs. This change will make it easier for everyone to hold meaningful and stress-free development discussions and ensure that our reviews happen simultaneously with the Q1 planning. Feel free to attend a quick Q&A on this topic scheduled for this Friday at [Time]. If you have any additional questions, contact me or HR anytime. Thanks for your understanding and great work. Best regards, [Your Name] [Your Title]

Update: Moving Our Year-End Review Cycle to April (October 2023) Dear Team, We are announcing a change to the timing of our annual performance review cycle, an important update within the broader context of continually iterating on how we operate and being able to enable your professional development. Beginning in 2024, we will be moving the timing of our annual review and compensation cycle from December to April. The fastest way would have been to leave BBB review and only add queries later on—however, our primary goal with this change is to shift the review process away from the crowded end-of-year holiday period. December as a month is already one of pressure, with review after the deadline and personal celebrations. Rescheduling the cycle from April onwards will allow all to channel their attention, time and energy into meaningful self-reflections as well as constructive conversations about career. What this means for you: The Transition: As a result of this change, our next review period will commence in April [Year]. After the jump: * Compensation: Merit increases or promotions associated with this next cycle are effective in May instead of January. Bridge Support — We realise this is pushing out from your last review. To prevent any one from being disadvantaged, a pro-rated adjustment approach will be put in place to cover the transitional months. HR will share details FAQs on this bridge period shortly. This change is expected to lead to more meaningful, lower-stress development conversations and more alignment between our reviews and our planning in Q1. This Friday at [Time], we will be holding a short Q&A if you have any questions broken out in rooms. If you need me or HR in the meantime, don't hesitate to reach out. Thanks for your understanding and hard work Best regards, [Your Name] [Your Title]

Subject: Important Change Announcement — Transitioning Our Yearly Review Process to April Dear Team, While we strive to create continuously better ways of working and even more effectively supporting your ongoing development, we are announcing an important change in our annual performance review timeline. Next year, we will change our annual review and compensation cycle from December to April. The main reason we are making this change is that our review process should not be tied to the busy end-of-year holiday season. December has always been a DEEP pressure month for wrap-ups, deadlines and personal celebrations. It also allows us to push the cycle into April when everyone has time, focus and energy for thoughtful self-reflections as well as constructive career conversations. What this means for you: Transitioning: Due to this change, our review cycle for the upcoming year will move to April [Year] Pay: Any merit increases or promotions based on this next cycle will happen in May, not January. Bridge Support: We understand this adds time since your last Review. We are introducing a pro-rated adjustment plan to account for the transitional months so that no one is unfairly disadvantaged. HR will soon come out with detailed FAQs around this bridge period in the near future. We hope this change will lead to more substantive and less stressful development conversations, that better aligns our reviews with what we are doing in Q1. A short Q&A will be held this Friday at [Time] to clarify any questions you might have. Until then, please do not hesitate to reach out me or HR directly. Thanks for your patience and all the hard work. Best regards, [Your Name] [Your Title]

Subject: Important Change: Annual Performance Reviews to Take Place in April Next Year Hi Everyone, With that in mind, I wanted to let you all know about a few changes that we’ll be implementing to help us do our job better and continue supporting your professional growth. As part of those efforts, we’re going to make some adjustments to our annual performance review timeline. Beginning in **next year**, we're going to move our annual review and compensation cycle from **December to April.** One reason we want to make this change is because we've noticed that most people tend to get really busy during the final weeks of the calendar year. This can include completing projects, meeting year-end deadlines, and celebrating the holidays. Therefore, we think it’s best to wait until after the first quarter when things typically start slowing down before asking employees to give us their feedback on how they’ve performed over the past year. **Here's what you need to know about this change:** * **Transition:** The new review cycle will begin in **April [Year]**. * **Compensation:** If there are any merit increases or promotions as a result of your next cycle, they'll happen in **May** instead of **January.** * **Bridge Period**: Since the review cycle will now extend beyond the previous one (i.e., it will occur six months later), we're establishing a pro-rata adjustment program so no employee is disadvantaged due to the extra time. More information on this bridge will be provided soon via FAQ through Human Resources.

Hello Team, As part of our ongoing efforts to streamline HR operations and enhance your experience, we've identified an opportunity to modify our annual performance review process. In the spirit of continuous improvement, we’ve decided to move our annual review and compensation cycle from December to April, beginning next year. By pushing back the annual review cycle we hope to remove the stress of completing reviews around the holiday season. December is always a busy month for teams and individuals. Between year-end deadlines and celebrations, we felt that shifting this critical career discussion would allow everyone the time and mental capacity to have productive self-reflections and conversations about your career. **Implications of the Change** *April will mark the start of our new review cycle. * Because of this change, our first review cycle will start in April of next year. *Compensation adjustments will be issued in May. * Merit increases/promotions associated with this upcoming review cycle will be distributed in May instead of January. *Remaining months will be pro-rated. * We don't want anyone to be penalized for this change in schedule. To account for the months in between this review and the start of our new cycle, we have developed a bridge adjustment. HR will be distributing an FAQ to address some common questions regarding this adjustment. We hope that this change will allow for more meaningful development conversations that are low-stress and supportive of your professional goals. Additionally, this change will allow our annual reviews to align with our annual planning cycle which occurs in Q1. We will host a brief Q&A session this Friday at [TIME] to discuss any questions you may have. Until then, please feel free to reach out to me or HR with any questions. Thank you for your flexibility and continued hard work. Best Regards, [Your Name] [Your Title]

Subject: Important Change: Our Annual Review Cycle Moves to April Hi Team, We’re always looking for ways to make things work better for everyone, so we’re updating our annual performance review timeline. Starting next year, we’re moving our annual review and compensation cycle from December to April. Honestly, December’s always packed — year-end deadlines, holiday plans, and lots going on both at work and at home. By shifting reviews to April, we’re giving everyone more breathing room. This way, you’ll have more time to actually reflect, prep, and have real conversations about your growth and next steps. Here’s what you need to know: * **The Switch:** Our next review cycle kicks off in April [Year]. * **Compensation:** Merit increases and promotions from this cycle will hit in May, not January. * **About the Gap:** We get that this means a longer stretch between reviews, so to keep things fair, we’ll make a one-time, pro-rated pay adjustment to cover those extra months. HR will send out more details and FAQs about how this works soon. We really believe this will make reviews less rushed and more genuine, and it lines up better with our Q1 planning too. We’ve set up a short Q&A session this Friday at [Time] if you want to chat or ask questions. And as always, if something comes up before then, just reach out to me or HR directly. Thanks for rolling with the change and for all your hard work. Best, [Your Name] [Your Title]

Subject: Important Update: Shifting our Annual Review Cycle to April Dear Team, We are constantly looking for ways to improve our operations and support your professional growth. Therefore, we are updating our annual performance review timeline. Starting next year, we will move our annual review and compensation cycle from **December to April**. The main reason for this change is to separate the review process from the busy holiday season. December is traditionally a high-pressure month with deadlines and personal celebrations. By moving the cycle to April, we can make sure everyone has the time, focus, and energy for thoughtful self-reflections and productive career conversations. **What this means for you:** * **The Transition:** Our next review cycle will start in **April [Year]**. * **Compensation:** Any merit increases or promotions from this cycle will take effect in May, instead of January. * **Bridge Support:** We know this change extends the time since your last review. To make sure no one is at a disadvantage, we will implement a pro-rated adjustment plan for the transitional months. HR will share detailed FAQs about this bridge period soon. We believe this change will lead to more meaningful, low-stress development conversations and better connect our reviews with our Q1 planning. We will hold a brief Q&A session this Friday at [Time] to answer any questions you may have. In the meantime, please feel free to reach out to me or HR directly. Thank you for your flexibility and continued hard work. Best regards, [Your Name] [Your Title]