Read best practices on everything related to people management
How to create and grow company culture with a dispersed workforce.
Performance Reviews
Review calibration is when the people teams train and teach managers to apply a company standard when reviewing their direct reports’ performance at work.
Employee Engagement
Following generic improvement advice for engagement is not a path to success. Instead, you need to systematically survey the landscape of your company and make decisions based on what you see actually happening.
We interviewed several People Ops leaders about performance review participation and made a list of their best tips for getting managers and employees to finish their reviews.
Employee Feedback
The vast majority of HR leaders are in the process of reimagining performance management.
Performance Management
To get to the best performance management process for your workplace, figure out what is and isn't working in your current process.
Use these easy steps to create a plan to improve your employee's performance.
Before you start sharing your results and implementing changes, you need to make sense of the data you've been given.
Getting feedback in any form is stressful, but it’s also the key to growth and learning.
Performance reviews can and should be an important tool for your company because they have the power to impact your bottom line.
Figure out your perfect formula for writing good performance reviews and questions.
Your organization understands the value of performance reviews, but has struggled to implement them.
Managing People
Conflict management can be one of the hardest parts of a manager's job.
Company Culture
Why is it that some teams flourish while others collapse?
Keeping employees engaged is a never-ending task.
This guide provides actionable advice for breaking down employe engagement survey results, figuring out what changes need to be made at a company, and implementing those changes.
Use this guide as a foundation for business performance management.
People management hinges on your ability to connect with and understand others, but high emotional intelligence isn't everything.
Creating a culture of direct, consistent communication within your business— also known as a feedback culture— is so important.
People Operations
Lattice hosted a panel with three People Ops leaders to discuss the challenges of building great teams.
Josh Bersin, Principal and Founder of Bersin by Deloitte, spoke with Lattice’s Co-Founder and CEO Jack Altman about the ways the department HR is evolving.
In the latest episode of Resources for Humans, Jack sits down with Alison Green from the popular “Ask a Manager” blog.
Wade Foster, the co-founder and CEO of Zapier, spoke with Harry Stebbings on the SaaStr Podcast about how to scale a remote, startup team.
Sometimes, giving feedback can make you feel like a jerk -- but it doesn't have to.
It’s not easy giving feedback—especially to the people who pay your bills.
It can be hard not to come across as a total softie—or a total jerk—when giving your employees feedback.
It can be extremely intimidating to give feedback to your boss.
At a previous job, I gave feedback to a coworker and was, to be blunt, a total jerk about it.
Put simply, this book shows you how a good boss behaves -- something that too often sounds like a pipe dream but doesn’t have to be.
For managers, knowing how to manage people and all their quirks and ambitions is a key part of you being successful at your job.
Review cycles are an opportunity to take a step back and think about what’s working and what can be improved, on the individual, team, and company levels.
How do you navigate meeting company objectives while still achieving the more detailed goals employees personally want to accomplish and develop at work?
There’s always a moment when you realize your company’s employee performance management system needs to change.
For managers, providing feedback can be daunting— especially when that feedback isn’t entirely positive.
Feedback helps employees improve their workplace performance and develop their skill set.
Praise is a small thing that can have an enormous impact both on employees as individuals, and on the culture of the company at large.
How do you create your onboarding checklist that fits within your company culture and ensures success for you and your new hire? Ask yourself these questions.
The “employee-job fit” is the hard-to-define but undeniable click that you do or don’t see between an employee and their role.
Effective employee performance management is what naturally leads to strong employee engagement.
When performance management is effective, everyone is happy. But what exactly is it?
It can be tricky to know how to navigate friendships in the workplace. Luckily, we've got a few pointers.
Remote work is here to stay, with a 115% increase over the last 10 years. That means managing remote workers is a skill every manager will have to learn -- if it isn’t one already.
Hiring someone is often just the beginning of a new process: onboarding.
If you’ve never had a performance review before, preparing for one might be stressful. Use this handy guide to know what to expect.
Here's how to make effective, useful, and -- most importantly -- achievable goals.
We’ve got some advice for maximizing your time in the seven days before the big day. We want to make sure you leave your review feeling confident about the year behind you and the year ahead of you.
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.
The Head of People at Rainforest QA talks about wanting to get into HR, scaling companies, and her average day.
Burnout is widely acknowledged as an “employee crisis” that could be to blame for a slew of problems for companies, and their employees.
Performance reviews can be very intimidating -- studies have shown it can even put your brain in “flight or fight” mode. However, performance reviews need not produce such reactions -- mostly because you should already know what’s going to be in your performance review.
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.
In 1994, Rochelle DiRe left the art world for a career in HR and hasn’t looked back. We talked about how HR has changed since then.
No matter how much we might not want to admit it, unconscious biases influence a vast majority of our decisions.
We’ve already talked about what makes people happy at work, but what about solutions you can enact on your own?
Both employees and managers can benefit from raising their emotional intelligence.
See how EQ can make the office a better place to work for you and your employees.
How you structure performance review questions will have a significant impact on your next review cycle and the data you collect.
If your company were a person, your culture would be its personality.
While we might want to believe otherwise, an incredibly talented employee doesn’t automatically translate into an excellent manager.
When we think about giving feedback in the workplace, we tend to think about bosses letting their subordinates know how they’re doing. Learn the employee role.
Great communication is critical to the success of any business.
Where do good team dynamics come from?
Over the past four years, Looker has developed a finely tuned process for building their SDR team -- in their hiring, onboarding, and success.
While each person has a functional role within a team, they also have a less obvious psychological role.
According to the WHR, an annual study that attempts to measure causes of happiness around the world, simply having a job is a major step toward happiness.
People who have never managed employees before are bound to make mistakes when they’re just starting out. Learn how to prevent them.
Employee feedback is one of the most powerful tools available to managers, allowing them to grow their team and accomplish goals.
A favorite of tech business leaders, the brainstorming walk can be integrated into your performance management routine.
Every company will have their own core values to build their culture around. For Airbnb, these are five that guide them to this day.
An email Elon Musk sent to Tesla employees a few years ago started making the rounds.
Here is a performance management program that will work for most companies, along with tweaks you can make based on specific nuances you might have.
Looking for a fun and extremely simple way to introduce team building to your team? Try icebreaker questions!
It’s that time of the year again...performance reviews. Follow this roadmap from Lattice to ace your next performance review.
Strengthen manager-employee relationships with a weekly 1:1
While every company should develop a unique set of company values, we wanted to give you some perspective on how other companies approach their values.
Fred Stevens-Smith shares insights into how startup founders should think about developing culture at their companies.
Most organizations know that their long term advantage resides in their people, but companies don’t think critically about how to increase employee retention.
In the first episode of Resources for Humans, Lattice CEO Jack Altman sat down with his brother Sam to discuss how people should approach their career.
OKRs help organizations stay aligned by connecting company, team and personal objectives to measurable results.
Companies that focus on goals tend to do better across the board.
Keith Rabois is a partner at Khosla Ventures and previous executive at PayPal, LinkedIn, Square explains how to hire and grow talent.
How a horrible experience at work helped one architect realize what he valued most
It wasn’t that she was failing to keep up with work—it was that the working culture was a bad fit.
When events took political strategist Bridget Todd by surprise, it was her boss who helped her overcome her initial reactions.
Slack’s head of infrastructure engineering has faced plenty of challenges in her career. The key? Finding the right people to help her.
What happened when a games pioneer realized that the price of his big break was his marriage.
Training on the job was tremendously satisfying for one engineer—but the biggest difference was a manager who was prepared to help her learn.
Dealing with trauma is personally difficult, but it doesn’t have to be professionally devastating as well.
When she hit a road block in her career, Jean Hsu found an unexpected solution.
Bartending can be a tough job, but the right manager with the right answers can be surprisingly refreshing.
Sometimes the best working environments are the most surprising ones.
