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Found 16 Skills
Master performance management, goal-setting, OKRs, reviews, feedback, and metrics for engineering teams
Use this skill when designing OKR systems, writing performance reviews, running calibration sessions, creating PIPs, or building career ladders. Triggers on OKRs, performance reviews, calibration, PIPs, career ladders, leveling frameworks, feedback cycles, and any task requiring performance management system design.
Use when asked to "radical candor", "give feedback that cares", "have a difficult conversation", "challenge directly", "manage performance issues", or "give praise that lands". Helps deliver direct feedback while showing you care. The Radical Candor framework (created by Kim Scott) teaches how to challenge directly while caring personally.
Manage people performance with Lattice's performance management platform.
Apply the Balanced Scorecard (BSC) framework to translate strategy into measurable objectives across Financial, Customer, Internal Process, and Learning & Growth perspectives. Use this skill when the user needs to set strategic KPIs, create a strategy map, align organizational goals, or connect daily operations to strategic vision — even if they say 'how do we measure strategy execution' or 'our KPIs feel disconnected'.
Writes effective OKRs using Christina Wodtke's best practices and Google's OKR methodology. Use when setting goals, aligning teams, creating measurement frameworks, or tracking quarterly progress.
Guides people operations (HR ops)—employee lifecycle administration, HRIS workflows, onboarding and offboarding checklists, handbook and policy rollout, benefits and payroll coordination, performance review cycles, leave and PTO process, and people data hygiene. Use when running new-hire onboarding, offboarding, HR policy communications, performance cycle logistics, org change updates in HRIS, or employee-facing process design—not for corporate board governance (corporate-counsel), commercial contract redlines (commercial-counsel), SOC audit evidence (compliance-engineer), or customer success onboarding (customer-ops-specialist). Escalate employment law questions to qualified counsel.
Drafts, reviews, rewrites, and coaches outcome-based OKR sets across team, department, product, or company scopes. Supports five entry modes (Guided default, One-Shot via --oneshot, Sustained Coach, Audit Only, Rewrite). Diagnoses empowered-team context and adjusts framing; refuses to fabricate baselines or targets; refuses to use OKR scores for compensation; reframes feature-delivery KRs into outcome KRs. Use when planning quarterly OKRs, translating strategy into team outcomes, reviewing draft OKRs for quality, or converting roadmap-as-OKR drafts into proper OKR sets.
Think like Intel's legendary CEO. Apply Andy Grove's management operating system to maximize your team's output through leverage, OKRs, and systematic decision-making. Use when: **Scaling a team** when individual contribution isn't enough; **Performance management** to measure and improve output; **Meeting optimization** to make meetings productive; **Decision-making** in management contexts; **New manager transition** from individual contributor
Lattice integration. Manage Persons, Organizations, Roles, Activities, Notes, Files. Use when the user wants to interact with Lattice data.
HR and talent management expertise for talent acquisition, performance management, compensation strategy, organizational design, culture building, succession planning, and D&I programs. Use when hiring, managing performance, designing organizations, or building culture.
PeopleGoal integration. Manage data, records, and automate workflows. Use when the user wants to interact with PeopleGoal data.