There is greatness around us every day at Xclusive Services. Big or small, a job well done deserves to be honored! Legacy Award nominations keep our core values front and center in our work and remind us that lasting impact - to our business, our teammates, and our customers - can be made by anyone!

Want help completing a Legacy Nominations? Submit a support request ticket to HR here.

performance Evaluations

Setting Expectations for April Evaluations

Focusing on Growth & Alignment

As we enter March, we are preparing to launch something the organization has not done in more than a decade: a formal performance evaluation cycle. This is a significant milestone, and the Senior Leadership Team (SLT) has been very intentional about incorporating this tool. 

Before introducing formal accountability, we are investing in leadership capability, particularly through the PEAK leadership training that started in January for many of managers. We are focusing on strengthening how leaders set expectations, give feedback, and hold productive conversations, so that evaluations are not a new layer of control, but rather a structure to support better leadership discipline.

Important Context on 2026 Compensation Changes

As shared during the February Town Hall video, 2026 compensation increases have been pre-determined by SLT and will be intentionally delivered ahead of evaluations.

• Reflected in the 4/13 paycheck

• Not tied to this evaluation cycle

This decision allows performance conversations to stay focused where they should be: on clarity, alignment, and growth, not compensation negotiations. If you missed the February Town Hall, we encourage you to watch the recording for full context on how and why this approach was taken.

What This Year Represents

The 2026 evaluation cycle establishes a baseline year. This is not about rewriting the past. It is about defining expectations clearly moving forward. This year's evaluation will be the foundation for how performance, and compensation changes, will be measured going forward. 

Through this cycle we are:

• Defining, in writing, what “meets expectations” looks like for each role

• Aligning standards across departments

• Creating consistency in how performance is discussed

• Establishing documentation that did not previously exist

This year creates consistency. Beginning next year, performance conversations will build on what is documented this year. Trends will be visible and growth will be measurable.

What Happens Next

Ahead of evaluations opening next month, managers will receive in-depth training on completing evaluations in Paylocity and guidance on how to conduct these baseline review conversations. Our goal is simple: performance conversations that are structured, fair, and growth-oriented.

This is a foundation year, and a critical step in building long-term consistency across the organization. We look forward to partnering with leaders and team members as we begin this next chapter.

safety

Safety Incentive Pilot Program

30-day Milestones Achieved and the Program is Expanding

Putting This Achievement in Context

Every 30-days without a lost-time incident is a win at any property. It is especially exciting for these two properties because in 2025, Gaylord Rockies only achieved 30+ days incident free once, and Monarch achieved the feat three times. Both properties average about one week between incidents historically, so we're very excited to see progress so quickly. 

Lost-time incidents did occur after the 30-day milestone at both properties, but that reality does not diminish the progress made. The teams are even more committed to sustained awareness, reporting, supervision, and daily accountability in order to hit their next big milestone: 60+ days without incident.

The Program is Expanding into Houston

Given the strong early results, we are preparing to expand the Safety Incentive Program to two Houston properties, Rice University and Marriott Marquis, beginning April 1st. Mayra Levasseur and Deidre Lewis will be joining the Houston in-person to roll-out the program and offer initial support.

The program goal remains clear on increasing hazard visibility, reinforcing safe behaviors, strengthening supervisor presence, and creating shared accountability. This pilot is showing that focused leadership, team engagement, and structured incentives can drive measurable improvement. 

We appreciate the commitment from both properties and look forward to building on this momentum.

corporate update

We're Moving Forward: HQ Relocation Coming Soon

As part of our Ascent 2026 journey, we’re excited to share that Xclusive Headquarters will be moving to a new office space at 10249 Church Ranch Way in Westminster later this spring.

This move is about more than a new address. It represents a thoughtful investment in how we work together. The new space is open and thoughtfully designed to support collaboration, increase functionality, and create a more efficient, connected workplace for our team.

Performance evaluations

March Tip

Evaluations are not a statement about your character, potential, or value to the organization.

Performance conversations can feel personal, even when they aren’t meant to be.

Managers will be focusing on behaviors, outcomes, and expectations. They are not about you as a person.

When we treat feedback as information about our work, rather than a judgment about ourselves, we can stay curious and growth-focused.

Instead of “They think I’m not good at this,”

try “This is an area where expectations are clearer now.”

The ability to receive feedback without defensiveness is a leadership skill at every level. This cycle is designed to support that growth.