Lattice

Performance reviews: Which schedule is best for your organization?

Lattice

Your situation might look like this: Your organization understands the value of performance reviews, but has struggled to implement them. You try to adopt annual performance reviews, but notice your young company undergoes a lot of change in just a single calendar year.

How to create a plan to improve performance

Lattice

Employee feedback is crucial in any workplace. Not only does feedback help boost productivity and improve efficiency, it helps the employee grow and develop their skills, which can be applied future workplaces.

5 People Management Skills Every Manager Needs

Lattice

People management hinges on your ability to connect with and understand others, but that's not all it is. When you add in the management aspect, it's clear that just being good with people or having a high EQ isn't all that is called for. Yes, people management skills are grounded in good emotional sensitivity, but they're learnable tactics that focus on building relationships as a manager, not innate charisma. These relationships are a driver for your business.

How often should your company have performance reviews?

Lattice

Your situation might look like this: Your organization understands the value of performance reviews, but has struggled to implement them. You try to adopt annual performance reviews, but notice your young company undergoes a lot of change in just a single calendar year.

Live Webinar: How to Build a Strong Recruiting Pipeline in 2019

When your company is growing fast, there’s not a lot of spare time to vet prospective hires. Without the luxury of a careful, thoughtful and unhurried interview process for each and every role, you need to get smart about filling your recruiting pipeline. It’s all about finding and teeing up high-quality prospective candidates who align well with your company’s mission and are ready to hit the ground running, ramp quickly and thrive long-term. Join Elicia Hughey, VP of HR at Octave Music Group and the experts from Glassdoor and Newton to learn what it takes to build a strong pipeline by being as strategic as possible at every stage in hiring.

How to not sound like a jerk when giving your coworker feedback

Lattice

We joined forces with Gusto to build a practical feedback guide for small businesses. Read the rest of the series and learn how to give non-jerky feedback to your coworker, boss, and client. At a previous job, I gave feedback to a coworker and was, to be blunt, a total jerk about it. This job had an open office plan, so any discussions were heard by everyone — to circumvent this, I sent my coworker, Hermione, an email.

How to not sound like a jerk when giving your boss feedback

Lattice

We joined forces with Gusto to build a practical feedback guide for small businesses. Read the rest of the series and learn how to give non-jerky feedback to your coworker, boss, and client. It can be extremely intimidating to give feedback to your boss. You want to provide input so that they can improve, but the power dynamics can make an already delicate action seem loaded with potential pitfalls. Plus, there are so many stories of feedback gone wrong.

How to Give Your Employee Feedback Without Sounding Like a Jerk

Lattice

We joined forces with Gusto to build a practical feedback guide for small businesses. Read the rest of the series and learn how to give non-jerky feedback to your coworker, boss, and client. It can be hard not to come across as a total softie—or a total jerk—when giving your employees feedback. Take it from Amanda Goldberg, CEO and founder of Oakland-based Planted Design , a twelve-person team that creates vertical living & preserved moss gardens.

Alison Green: The creator behind “Ask A Manager” shares her best management tips

Lattice

In the latest episode of Resources for Humans , Jack sits down with Alison Green from the popular “Ask a Manager” blog. Listen to the episode here: [Link to Podcast Audio file]. If you’ve ever Googled for the solution to a workplace or career-related dilemma, then chances are you’ve stumbled upon the “Ask a Manager” blog.

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.

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.

Your Hidden Weapon: 9 Best Practices for Working with Third-Party Recruiters

Leveraging third-party recruiters has been the golden ticket for many when filling critical roles. Whether seasoned at utilizing third-party search or new to it, this report breaks down how best to use this secret weapon to ensure the best ROI.

6 Key Takeaways From Our Panel About Building Great Teams

Lattice

Building great teams might sound like an overwhelming endeavor, but it’s not impossible. Lattice hosted a panel with three People Ops leaders: VP of Employee Success at Zendesk Fidelma Butler, VP of Marketing & Strategy at Greenhouse Maia Josebachvili, and Director of People at Cruise McKenna Moreau. They shared how they’ve managed to overcome challenges to develop high performing teams. Here are six key takeaways from the event: The people function is dynamic (and difficult).

How To Talk To Your Manager About Burnout

Lattice

You’re sitting at your desk, trying to write an email updating your supervisor on a big project, but you can’t seem to type anything that makes sense. Or, you can’t muster the energy to work on that report that’s due Friday, even though it’s your most important task this quarter. You feel as though you’re drowning in work, but instead of throwing you a lifeline, people just keep dropping more tasks on you.

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.

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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Hey managers, here’s how to onboard your first hire

Lattice

Congrats on making your new hire. As any hiring manager or other HR personnel knows, the process of hiring new staff can be grueling. It takes a lot of time, energy, and intuition to find the perfect fit for your company. So it’s understandable to feel as though everything will be easy once new employees are hired. And why wouldn’t you?

How Recruiters Can Create a Predictable Candidate Pipeline

Even the most experienced recruiting professionals face challenges filling critical roles in their organizations from an inability to establish, nurture and grow a sustainable talent pipeline. Download this eBook to get a jump on sourcing and learn how to build a high performance recruiting pipeline.

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.

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.

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.

Compensation Dictionary

We’ve compiled a list of fundamental compensation terms and why they’re important to know. Think of this as your comp cheat sheet—terms you need to know to put you on the fast track to becoming that cool comp kid we know you can be. Sure, you’ve heard some of the terms before, but you have no idea what they mean. Not to worry! Download this eBook and you’ll be ‘comp’letely fluent in no time. This ebook contains four sections: Section 1: Comp 101. Section 2: Market Pricing. Section 3: Pay Structures. Section 4: Pay Concerns and Pay Raises.

Lattice Book Report: Radical Candor by Kim Scott

Lattice

Chances are, you’ve had a “bad boss” experience or maybe you’ve been a boss frustrated about how best to manage your team. In either situation, you may have felt stuck, unsure about how to communicate and mend the situation. Kim Scott’s “Radical Candor” was written to mediate those relationships and think more largely about company culture.

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.

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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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.

Newton’s Guide to OFCCP Compliance

For federal contractors, keeping up with OFCCP regulations can be a major challenge when recruiting and hiring. Download our guide to OFCCP compliance and learn the major regulations that you must adhere to.

How The Performance Review Impacts Your Bottom Line (and How to Make Them Better)

Lattice

Performance reviews have gotten a lot of flack in the last decade or so. Critics complain of unconscious bias influencing evaluations and question their measurability and impact. How can we understand its impact on our organization? Is it an optimized tool? Does it really work? These are great questions to be asking about any business process, and the performance review is no different.

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.

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.

That moment when your company needs an employee performance management system

Lattice

There’s always a moment when you realize your company’s employee performance management needs to change. It’s Monday morning, and you’ve got that feeling again: you’re dreading going into work. Your workplace is just stuck in a cycle of miscommunication—and breaking out of that cycle may be harder than you think. One way to break that cycle and create a culture of communication in your workplace is to use an employee performance management software.

Small Business Compensation Trends for 2018

We’ve developed a special edition of PayScale’s 2018 Compensation Best Practices Report (CBPR) specifically for small businesses. It covers everything from base and variable pay practices to competitive jobs, retention concerns and mergers & acquisitions. Download the free small business edition to gain insights such as: Top compensation priorities and concerns for small businesses in 2018. How small business pay practices differ from other organizational sizes. Ways that small businesses organizations emphasize culture through compensation.

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?

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.

How to Give Feedback Without Sounding Like a Jerk

Lattice

We joined forces with Gusto to build a practical feedback guide for small businesses. Read the whole to learn how to give non-jerky feedback to your coworker, boss, and client. How to Give Feedback to Your Coworker Without Sounding Like a Jerk How to Give Feedback to Your Boss Without Sounding Like a Jerk How to Give Feedback to Your Employee Without Sounding Like a Jerk How to Give Feedback to Your Client Without Sounding Like a Jerk. Performance Management

How to use public and private goals for employee development

Lattice

How do you navigate meeting company objectives while still achieving the more detailed goals employees personally want to accomplish and develop at work? To an employee, it can feel like being pulled in multiple directions, but it doesn’t have to be that way. The key is in deciding what the desired accomplishments are both for the company and on an individual level , and creating a plan to meet those desired accomplishments— or, more simply, it lies in the process of setting goals.

There’s Not a Skills Gap in the U.S… or Is There?

Your search for the perfect candidate has resulted in zero perfectly skilled applicants. What’s going on? Enter…the skills gap. This report, ‘The Employment Skills Gap and What To Do About It’, breaks down the issue with solutions you can apply now.

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

Lattice Book Report: Dream Teams

Lattice

Collaboration is an integral part of work, but too often unsuccessful—people can’t deal with differences, ideas stagnate, and large sums of money are lost. Why is it that some teams flourish while others collapse? Journalist and co-founder of Contently, Shane Snow, delves into this question in his book, “Dream Teams.”

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.

The Essential Guide to Business Performance Management

Lattice

Employees want their work and performance to be managed. They need feedback, they want to set goals, and they want to feel comfortable talking to their boss when they need help. That's why business performance management exists — it's a way for managers to support and develop employees to empower their work. The key to business performance management is to not be a helicopter boss or demand perfection all the time.

Creating the Ideal Candidate Experience

Modern job seekers have high expectations when applying for jobs. Download Newton’s guide for creating the ideal candidate experience to learn how you can attract top candidates and drive them to apply to your positions.