People management library
Hundreds of people management resources for people teams, managers, executives, and employees.
The Ultimate Guide to Feedback
Build a feedback culture at your company
Claire Hughes Johnson: How Stripe's COO approaches company building
Stripe’s Chief Operating Officer, Claire Hughes Johnson, talks about her mindset when making organizational decisions, her hiring and onboarding practices, and the real source of power when it comes to leadership.
Josh Bersin: How HR has evolved over the past 10 years and what happens next
Josh Bersin of Deloitte breaks down traditional ideas of HR using research, surveys and case studies to highlight innovation, potential, and change in the industry.
How to Ask Your Manager for Feedback
Asking your manager for feedback is an essential part of getting what you want out of your career. But asking someone to be honest about your shortcomings seems painful.
Managers, Here's How to Run a One-on-One
A 1:1 meeting is an ongoing feedback strategy to keep both the manager and the employee updated on the employee’s progress, an opportunity to develop employees’ skills, and gives the employee a chance to discuss workplace challenges with their manager.
HR’s Guide to Performance Review Questions
How you structure performance review questions will have a significant impact on your next review cycle and the data you collect.
Katelin Holloway on How Reddit Approaches People Ops
Reddit's VP of People illustrates what a modern people operations team looks like, details how to build an end-to-end employee experience, discusses the role of culture, and explains why Reddit doesn't negotiate salaries.
Kim Scott: How to Give Candid Feedback
Kim Scott, former Google exec and Apple University faculty member, shares how managers should approach giving feedback and how to build a culture of trust.
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People Management Overview
People management starts with the hiring process -- understanding what you want a new hire to add to your team, your company, and your culture. Beyond the onboarding process, people management skills are about keeping track of how your employee is feeling as they navigate the workplace, and how best to maximize their good feelings towards their work. To understand how to manage people, it’s not just about what the employee says is or isn’t working for them -- it’s also assessing their emotional state. Often, the answer is in small details -- when they come into work, how they hit their goals (or not), how they receive feedback, what they talk about during one-on-ones, how their peers describe them in performance reviews, what they choose to share in status updates, how and when and if they are praised, etc. It’s only when you look at all these people management elements do you get a full picture of how your direct reports are feeling.
From Candidate to Advocate: Building Engagement Throughout the Employee Experience
HR leaders from Artsy and Thirdbridge share their employee engagement techniques.
Embark uses Lattice to optimize engagement, culture, and productivity
Our customer Embark writes about how they use Lattice to strengthen and measure their employee engagement.
Which program management model is best for your company?
Performance management systems might not be one-size-fits-all, but many management programs do tend to have some common components.
Suzy's Chief People Officer Anthony Onesto on the Power of Play at Work
There's an epidemic of employees being stressed, anxious, and overworked. Most of them require larger, systemic changes, but one we can implement right away is more time for play at work.
From Analytics to Action: Mobilizing Your People Management Data
In this webinar, Lattice shares what we've learned from 1,000+ customers on how to collect, understand and act on employee performance and engagement data.
How to use Lattice to boost your feedback culture
Effective performance management starts with understanding how to give accurate and specific feedback, and integrating it into your culture.
How Slack Built A People First Company Culture
If you work at a tech company, you probably use Slack.
4 management principles a manager should avoid
You've read articles about which management principles you should follow -- but what about the ones that you should avoid?