Lattice Templates

Exit surveys provide a unique window into the employee experience, making them a powerful tool for HR teams and organizations alike.

By setting the stage for breakthrough growth in employees’ careers, individual development plans (IDPs) are an effective, low-stakes way for businesses to boost engagement and retention.

The first 90 days of a new hires’ experience set the foundation for how successful they’re likely to be in your organization. Learn how well your onboarding strategies are working with this 30-60-90 onboarding survey template.

Managers should tailor their one-on-one agendas to get at the issues unique to long-distance work relationships.

Having regular one-on-one conversations between managers and employees is essential to maintaining an open line of communication about job performance and happiness.

Managers and employees should meet once a week to discuss priorities, obstacles, development, and other important topics.

Performance reviews are a critical part of the continuous feedback process. Use these questions to assess employee performance for the last twelve months.

Quarterly performance reviews are especially valuable for teams focused on short-term priorities and projects.

Performance improvement plans (PIPs) are designed to outline performance issues and the steps employee need to take to resolve them.

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.

Goals reviews allow managers and employees to better understand success factors, identify roadblocks, celebrate wins, and plan ahead for the future.

Setting SMART goals helps you dive into the details, building a sense of urgency and ensuring goals align with business targets.

Exit surveys provide a unique window into the employee experience, making them a powerful tool for HR teams and organizations alike.

Consider this your HR performance review. Asking employees for feedback is a great way for your team to learn where things stand, identify gaps, and adapt your HR strategy.

Whether you’re grappling with a pandemic or natural disaster, it’s critical to check in with employees during times of crisis. Ask these questions to see how they're feeling and if they need help.

By setting the stage for breakthrough growth in employees’ careers, individual development plans (IDPs) are an effective, low-stakes way for businesses to boost engagement and retention.

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.

360 developmental reviews provide much-needed structure for employees, managers, and peers to share constructive feedback focused on career growth.