Get inspired with curated templates for people teams, managers and employees
Quarterly OKRs Template
Setting goals for employees and teams is at the core of any performance management plan. Objectives and key results (OKRs) help ladder up individual and team goals to top-level business objectives.
Return-to-Work Survey Questions
A year into a global pandemic, HR teams are beginning to draft their long-awaited reopening plans. Determining the who, what, where, and when will require employee input.
Remote One-on-One Questions
Managers should tailor their one-on-one agendas to get at the issues unique to long-distance work relationships.
Constructive Feedback Agenda Template
Having regular one-on-one conversations between managers and employees is essential to maintaining an open line of communication about job performance and happiness.
Performance Improvement Plan Template
Performance improvement plans (PIPs) are designed to outline performance issues and the steps employee need to take to resolve them.
Peer Performance Review Template
Peer feedback is a valuable part of the 360 performance review process, it gives colleagues the opportunity to offer praise and constructive criticism.
Goals Review Template
Goals reviews allow managers and employees to better understand success factors, identify roadblocks, celebrate wins, and plan ahead for the future.
30-60-90 Day Plan Template
Setting effective goals will help you align your team’s work, set expectations, and ultimately create a guide for one-on-one meetings and performance conversations.
Employee Engagement Survey Template
For HR teams and company leadership, employee engagement might be the ultimate barometer for success.
Merger & Acquisition Survey Template
A merger or acquisition is a critical milestone, but it can often be a sensitive and challenging time for company culture. Ensure your employees feel well supported and heard through the process.
Career Development Conversation Template
This manager’s resource includes a list of development-focused questions you can ask during one-on-ones, as well as a worksheet for jotting down observations and next steps.
Competency Matrix (Individual Contributor)
Competency or job leveling matrices help make career development next steps clear for both direct reports and their managers. Use this matrix for individual contributors.