Performance reviews

Twice a year, in March and September, we pause to reflect, assess, and plan the way forward in a performance review on Lattice. Reviews focus as much on your professional development as on your recent work: they’re less about evaluation and more about a forward-looking discussion of your achievements, your challenges, and your aspirations.

Because feedback is continuous, nothing in your review should come as a surprise: areas for development are identified and tackled well before the review.

The spring review is followed by the yearly compensation review.

Your manager’s role

Your manager leads you through the review. They offer the insights and feedback your growth needs, and make sure the review is a stepping stone to your next career milestone rather than just an assessment. Consider them your partner in this: not just an evaluator, but a mentor invested in your progress.

Competency matrix and IDPs

Each review uses the components of our career framework:

• The career handbook for your role describes its expected responsibilities and anti-patterns.
• The competency matrix identifies your current capabilities and the skills you should develop to reach your next level.
• Your Individual Development Plan (IDP) turns that into a personal plan of action: the specific things you’ll focus on to reach your career objectives.

With your manager, you align your personal goals with the competency matrix and write your IDP for the next six months, so that your development plan is both challenging and achievable. You then follow up on it in your 1:1s until the next review.