Lattice

Managers, Here's How to Give Feedback

Lattice

Feedback helps employees improve their workplace performance and develop their skill set. This development can help employees not only excel in their current position, but also perform well in future positions, especially if they’re promoted in your workplace. However, not all feedback is created equal. Managers should think critically about how their feedback is delivered, because otherwise it may be ineffective. Here are some questions to consider when offering feedback: 1.

Create a master checklist for onboarding new employees

Lattice

Onboarding is an essential part of bringing new hires on in your organization. It’s not simply about orientation, either: onboarding should be a comprehensive process that gives new employees everything they need to succeed in their new job. A 2007 study from The Wynhurst Group found that employees who take part in a structured onboarding program are 58% more likely to still be with their company after three years.

Constructive Feedback Should Always Be a Discussion

Lattice

For managers, providing feedback can be daunting— especially when that feedback isn’t entirely positive. Plenty of managers avoid giving critical feedback for reasons ranging from a fear that it’ll upset the employee, to being afraid to affect a seemingly positive workplace culture , to even not knowing how. But providing that kind of feedback is necessary for both the achievement of company goals, and for personal development. Why constructive feedback is important.

How to make friends at work

Lattice

It can be tricky to know how to navigate friendships in the workplace. How much should you connect with your co-workers? Too much, and you might not get enough work done. But too little, and you miss out on collaboration, overwhelmed by your lonely workload. Luckily, we’ve got a few pointers: 1. What are the benefits of work friendships? How do you make work friends? What does a typical work friendship look like? How do you have good workplace boundaries with work friends?

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Live Webinar: Best Practices for Onboarding and Training New Hires

Best Practices for Onboarding and Training New Hires. So you’ve hired some great new employees - congratulations! Unfortunately, your work isn’t over yet. With 20% of new hires leaving within the first 45 days, creating a great onboarding program along with proper training is crucial if you want your new employees to be engaged and stay long term. As someone working in recruiting or HR, you have control of the first part of the onboarding and training process and have a large part to play in the successful onboarding of the entire company’s new hires. Sign up for our live webinar on Thursday, May 24, 2018, Time: 11:00 AM PST, 1:00 PM EST.

The What, Why, and How of Giving Praise

Lattice

Praising employees for their successes may seem like a ‘little’ thing: good to do sometimes, sure, but not that important, and often more of an afterthought. That small thing, however, can have an enormous impact both on employees as individuals, and on the culture of the company at large. The benefits of building a culture of praise. What does praise look like? Anyone can give praise. When and how to give praise. Giving praise publicly. The benefits of building a culture of praise.

What is performance management?

Lattice

When performance management is effective, everyone is happy. But what exactly is it, and how can you integrate effective performance management at your company? What is performance management? The consequences of poor performance management. The elements of performance management. A strong employee-manager relationship. A culture of feedback. What is performance management?

How to Ask Your Manager for Feedback

Lattice

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. It’s much less painful to believe that what happens in the workplace is out of your control. However, that’s a total myth. The reality is you have to take the reigns of your career and drive it toward the goals and objectives you want to reach.

Employee-job fit

Lattice

Product-market fit is the hard to define but undeniable ‘click’ when a product and its market connect. When you don’t have product-market fit, no amount of process, talent, or strategy will make a company work. When you do have it, almost nothing can stop you. It’s the only thing that matters. Identifying employee-job fit. There is an analogous concept in management that we might call “employee-job fit”?—?the —?the

Free E-Guide: 8 Surprising Facts About Labor Law Posting Regulations

As an HR professional, it’s important to learn about the labor laws and posting requirements that affect your company. Staying on top of these continual changing rules can be challenging, but this free Poster Guard® e-Guide can help you better understand the regulations. In addition to an overview of the laws that apply to every business, you’ll learn about specific requirements for local postings, Spanish postings, remote workers, industry-specific notices and much more. Our e-Guide will provide you valuable information to keep your business in complete compliance.

Managers, Here's How to Run a One-on-One

Lattice

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. Much more informal than annual performance reviews, these meetings focus on solutions to day-to-day problems as well as help an employee develop strategies of their own in the long run.

Rainforest QA's Heather Doshay on the role of People Operations in a startup

Lattice

Heather Doshay has been Head of People for Rainforest QA for about a year and a half. Before that, she was leading talent markets for Hired. Before entering the startup space, she got her PhD in Organizational Development at the University of San Francisco, and worked in student life in higher education. How did you get into HR? So many people tend to believe that HR is that persnickety policy person in the corner who can answer your benefits questions, and that never appealed to me.

People & Culture expert Rochelle DiRe on how HR has evolved over the past 20+ years

Lattice

In 1994, Rochelle DiRe left the art world for a career in HR and hasn’t looked back. Since, she’s worked in the rapidly evolving media industry (including for Time Warner and Martha Stewart Omnimedia) as well as for a host of NYC startups (LimeWire, Quirky, Intent Media Inc, and Managed by Q). She is now the Chief People Officer at Blink Health. What was HR like when you first started?

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Performance management for remote workers

Lattice

To effectively manage remote workers: 1. Set expectations from the onset. Regular one-on-ones. Constant feedback. Status updates. Trust. When you’re in the same room as your employees, providing feedback or asking a question can be simple and straightforward. You make eye contact, tap them on the shoulder, or maybe finally unplug your earbuds and walk to their desk. You can gauge their response in person—read their body language because they’re just a few feet away from you.

The Complete Guide to Buying an Applicant Tracking System

With 200+ offerings in the market, choosing the right applicant tracking system can be a challenge. To help, we have developed a comprehensive buying guide highlighting what you should look for along each step of the decision process. Download the guide and ensure that the ATS you choose is the right fit for your organization.

Why your performance reviews shouldn't surprise you.and reasons why it might

Lattice

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. Performance reviews should not surprise you.

How you can improve your workplace happiness

Lattice

We’ve already talked about what makes people happy at work. But a lot of those factors, like having a good boss and a high salary, can feel out of your control. What about solutions you can enact on your own? You have more power over your happiness at work than you think. Sometimes it’s just a matter of approaching the problem differently. If you’re unhappy at work, see if one of these strategies changes how you feel. Have friends at work.

How much does employee turnover really cost?

Lattice

People are companies’ most important assets. We’ve all known this for a long time, but 1) we pay it lip service more often than we try to do something about it, and 2) it’s true more now than ever.

This Is What Happens When Recruiters Make Inclusion Mistakes (And How To Avoid It)

Lattice

One of the challenges of being an introvert is that practices of professional recruiters can feel oriented to more extroverted ways. Here are some strategies for being inclusive of both introverts and extroverts during the employee hiring process for the best outcomes for both the organization and applicant.

Dice 2018 Tech Salary Report

Dice’s new Tech Salary Report is here. The skinny? While Cloud, Big Data and Process Management skills are driving the biggest pay increases, employers are also offering non-monetary motivators to attract and retain tech talent. Find out which skills and incentives are hot.

Quick Tips for Goals/OKRs

Lattice

Companies and individuals can use goals to: 1. Communicate what to focus on (and what to block out). Track progress and motivate employees. Help employees define and meet their own career development milestones. Show how different initiatives are connected to one another. Give employees direction while supporting their autonomy. Goal Setting Frameworks. The two most popular frameworks for corporate goal setting are SMART goals and OKRs.

The Value of Performance Management

Lattice

How does performance management ultimately benefit the company? An engaged workforce. Feedback that leads to lasting improvements. Better manager-employee relations. The ultimate benefit of performance management. An engaged workforce. Effective employee performance management should naturally lead to good employee engagement. Employee engagement is both a quantitative and qualitative measure of the relationship between employer and employee.

A blueprint for performance management

Lattice

Here is a very common scenario at growing companies. A team has decided it’s time to get serious about performance management, but they’re not sure what comes next. Maybe someone at the company read somewhere that performance management is something they’re supposed to do, maybe an executive did things a certain way at her last job and wants to bring that here, or maybe the company is full of hungry young employees with lots of ambition and not much management experience.

What to expect from your first ever performance review

Lattice

So you’ve graduated from school, or decided to quit freelancing, and started working in an office. You’ve gotten used to the nine-to-five schedule, the office coffee machine, and have hopefully found your niche in your office’s culture. But there’s one thing left… performance reviews. Some companies do performance reviews semiannually, and some quarterly, but most companies still stick to an annual schedule.

Are You Closing Candidates and Getting Them Onboarded Efficiently?

Once you choose a candidate to hire, the real work begins of trying to get them to accept your offer. And even if they do, you still need to get them onboarded efficiently. Are you doing a good job managing these steps? Take a 30-second assessment for a free evaluation of your job offer and onboarding processes.

Managers, you can raise your EQ

Lattice

Emotional Intelligence is about how well you understand yourself and others, and your ability to influence yourself and others. Emotional intelligence (EQ) is highly prized in the workplace, with high EQ being correlated with those in leadership roles and higher salaries. (It It also improves your health, relationships, overall happiness -- and your sense of humor.) Not surprisingly, HR is the top industry with the most number of high EQ professionals.

Your performance review is next week. Here’s what you need to do.

Lattice

Whether it just crept up on you, or you were so busy dreading it that you buried your head in the sand like an ostrich, it’s that time of year again: your performance review is coming up! But don’t worry. Don’t panic. 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.

Lattice’s New Navigation

Lattice

The team at Lattice is very excited today to roll out a major product update. This is different than many of the other product launches we’ve done at Lattice. Instead of adding a new feature, we’ve reorganized our existing features in a way we think will create a much better experience for our users. 30 seconds of history. Before explaining the change, I wanted to provide a little context on how the product came to be structured the way it did.

How should startups think about culture?

Lattice

Fred Stevens-Smith, CEO of Rainforest QA, recently sat down for a Resources for Humans interview and shared some insights into how startup founders should think about developing culture at their companies. What is culture? Culture is a mirror that reflects back the combined personalities of the people at the company, and so I think the only tool that you have as a founder to define a culture is hiring and firing. Why is culture important for startups?

5 Key Aspects of Accurate Human Resource Management Systems Pricing

Simplify your software evaluation process with this free Human resource Management Systems software pricing guide! Don't let price confusion keep you from selecting the best HR software for your organization's needs. Download your free guide today!

How should startups think about culture?

Lattice

Fred Stevens-Smith, CEO of Rainforest QA, recently sat down for a Resources for Humans interview and shared some insights into how startup founders should think about developing culture at their companies. What is culture? Culture is a mirror that reflects back the combined personalities of the people at the company, and so I think the only tool that you have as a founder to define a culture is hiring and firing. Why is culture important for startups?

How defining values and culture helped Airbnb achieve worldwide success

Lattice

Ask Brian Chesky, Airbnb’s CEO, about the key to building a successful company, and he’ll tell you a story about those famed early days. These were the eighteen-hour days, the sleeping-on-air-mattress days, the binders-full-of-maxed-out-credit-card days. This was back in the summer of 2009, and it was at this point that the three founders finally admitted that they were in desperate need for some outside assistance. It was time to hire their first employee.

How much does employee turnover really cost?

Lattice

People are companies’ most important assets. We’ve all known this for a long time, but 1) we pay it lip service more often than we try to do something about it, and 2) it’s true more now than ever. The rise of technology and the information age has resulted in more companies that compete based primarily on their people.

Effective Employee Feedback Is Given Often

Lattice

When you think of annual reviews you received early in your career, were they positive or negative experiences? Were your bosses able to give effective employee feedback that allowed you to improve? If not, what might you do different for your employees? Taking the “annual” out of annual reviews. The ‘annual’ part of ‘annual review’ is being seen as a big part of the problem.

7 Steps to Attract and Engage More Candidates

Want to improve the candidate experience of your job application and drive more candidates to apply? This guide covers: presentation of your careers page and jobs, length and complexity of your online application, application technology, and candidate acknowledgement.