Learn about the AI-enhancements coming to Lattice's Talent Suite
Explore what's coming on our roadmap, and product updates.
See the Lattice People Management platform in action in brief product overview.
Watch how Lattice powers high-performance and people-first cultures.
Lattice helped us create an experience that is more holistic and less ad hoc. Before, we were not understanding how everything fits together and it was holding us back from creating our development plans. Having it all in one place has been a game-changer.
Customize these free templates to bring your people strategies to life
Use this customizeable template to recognize an employee, peer, or team member for their hard work.
Running a talent review? Use our employee 9-box template to chart your employees' performance and potential on an intuitive grid.
Talent reviews are leveraged by companies to identify top performers, high potential employees, and regrettable attrition risks — giving leadership a better sense of where their talent stands. Use this manager questionnaire to chart performance and potential on a 9-box grid.
It's critical for managers and new hires to connect on progress, performance, and additional needs within the first three months.
As part of a comprehensive performance management program, mid-year reviews are a powerful tool for enabling managers and employees to ask questions, address roadblocks, and recognize wins.
Self-evaluations are opportunities for employees to share perspectives on their own performance, actions, and choices.
360 performance reviews are crucial for providing employees with insight into how their work is valued by the company as a whole.
Peer feedback is a valuable part of the 360 performance review process, it gives colleagues the opportunity to offer praise and constructive criticism.
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.
Assessing performance starts with asking the right questions. These sample review questions address competencies, strengths, development opportunities, and other criteria.
Performance reviews are a critical part of the continuous feedback process. Use these questions to assess employee performance for the last twelve months.
