Evidence-based Performance Review Drafts with AI Support

This is where AI in HR gets interesting. Having used Lattice’s AI capabilities in practice, I’ve seen how powerful this approach can be. Performance reviews have traditionally required managers to spend significant time pulling together goals, feedback, accomplishments, development areas, and months of conversations. AI can fundamentally change that process by synthesizing the information that’s already there and giving the manager a thoughtful starting point. The value isn’t having AI make the performance decision. It’s giving leaders better information and more time to make the human decision. That’s an important distinction. Used well, AI shouldn’t replace the manager’s judgment or the conversation with the employee. It should reduce administrative work, surface relevant evidence, and help managers have better performance and development conversations. This is exactly the type of practical application of AI that can transform the manager and employee experience while enabling better conversations, development, and growth.

Extremely proud of the team for this feature launch after months of collaboration across engineering, product, design, AI, and data. Performance reviews are important, but getting started is often the hardest part. With Evidence-based Review Drafts the Lattice AI Agent creates a first draft using the context that already exists across 1:1s, goals, feedback, updates, growth areas, and prior reviews. Instead of starting from scratch, managers and employees can start with a draft that reflects their work, then edit and personalize it.

Most organizations are asking, “How do we use AI in performance management?” We partnered with Baryons to explore a different answer. We’re exploring how AI can serve as a personal Growth Mentor, enhancing performance management by keeping managers and employees at the center of performance conversations. Here’s what that looks like. Throughout the year, employees participate in Quarterly Growth Conversations with their managers to discuss progress, identify obstacles, and adjust goals as their work evolves. Between those conversations, employees have the option of working with Baryons to organize their thinking, prepare for important conversations, explore ideas, develop action plans, and reflect on their progress. The guardrails matter just as much as the technology: 🔹 Managers—not AI—make performance decisions. 🔹 Employee conversations with Baryons remain private. 🔹 Using Baryons is always optional. 🔹 AI supports growth; it never evaluates people. The real question may not be how AI fits into annual performance reviews. It may be whether AI finally gives us the architecture to move beyond annual reviews altogether and support continuous employee development. What do you think? #PerformanceManagement #Leadership #ArtificialIntelligence #HRTech #FutureOfWork #EmployeeDevelopment #HumanCenteredAI #OrganizationalLearning #PeopleLeadership #Baryons Dr. Solange Charas Mike Pino Mike Hruska Angela Wright, PHR, SHRM-SCP Angela Stopper, Ph.D. Elizabeth Harwood Deborah Southerington William J. Ryan

AI in performance reviews. If AI can summarize performance, write feedback, and identify trends... What's the part of performance management that should never be automated? Curious where people draw that line.

🚀 Annual reviews don't build high-performing teams. Continuous development does. If performance management feels like a box-ticking exercise, it may be time for a different approach. Our latest whitepaper explores how organizations are transforming performance through a continuous cycle of: Insight → Feedback → Development → Growth Discover: ✔ Why traditional performance management falls short ✔ How AI and skills are reshaping employee development ✔ Practical steps to build a future-ready performance culture 👉 Get the guide: https://lnkd.in/d6wd_kn5 #AKTGlobal #SAPSuccessFactors #PerformanceManagement #FutureOfWork #AI #HRTransformation

It’s mid-year review season... and managers everywhere are facing the same frustrating moment. 📋 You know your employee. You know what they’ve accomplished and where they need to grow. But turning six months of observations into clear, balanced feedback? That’s where the hours disappear. ⏳ AI can #help you get past the blank page without replacing your #judgment or the conversation that matters. 🤖 Let AI organize the first draft 🧠 Keep the judgment human 💬 Focus your time on the conversation I created this quick guide for managers and HR professionals who want a stronger first draft without becoming AI experts: https://lnkd.in/gJG7K_8r #PerformanceManagement #PeopleLeaders #AIatWork

AI doesn’t improve bad data. That’s a problem for performance management. Most performance systems were built to complete a review cycle. They weren't designed to give leaders a current, connected view of how people are performing, what they’re capable of, or where the business is at risk. Add AI to stale goals, six-month-old reviews, and disconnected feedback, and the underlying problem doesn’t disappear. So before asking, “How do we add AI to performance management?” there’s a more important question: Is our performance data good enough to make better decisions from in the first place? That question changes the business case entirely. Our latest article breaks down what “AI-ready” performance management actually requires — and how HR leaders can make the case for it in terms the C-suite will care about. Read the full article ↓ https://lnkd.in/exapWemJ

I watched a talk recently that stopped me mid-scroll. 🎥 The speaker asked a question I haven't been able to shake: work as we know it was designed for the industrial revolution, static jobs, fixed org charts. So why, in the middle of the biggest workplace reset in a century, are we using AI to rebuild exactly that? 🏭➡️🤖 We keep asking "what will AI do to work?" That's a forecast question. It makes us passengers. 🌧️ The better question is "what do we want from work?" That's a design question. And right now, the answer is still up for grabs. ✏️ Here's what I've seen in 32+ years advising boards and C-suites: the organisations that win this decade won't be the ones that automate fastest. They'll be the ones brave enough to redesign, one broken process at a time, with the people who actually do the work in the room. 🧩 So let me ask you what that talk asked me: if you could redesign work from scratch, what would you change first? 👇 Tell me in the comments. I read every one. 💬 Let's redesign the version of your organisation that AI actually deserves Schedule a consultation at resonanceadvisory.net 🌐 #FutureOfWork #WorkDesign #AILeadership #OrganisationalDesign #HRLeadership #Transformation #ResonanceAdvisory

Nobody looks forward to writing performance comments. Not the manager staring at a blank box, not the employee who can tell when it's copy-pasted. The problem usually isn't effort. It's structure. We put together a simple, four-part framework — Evidence, Behaviour, Impact, Future — that turns "does well with clients" into something that actually means something. Swipe through for the before/after examples. One honest note: even if you use AI to help draft it, the framework doesn't do the work for you. The specific detail — the account, the date, the number that moved — still has to come from someone who was paying attention. That's what makes a comment land instead of read like a template. Performance management is one of the hardest parts of the job at every level. This is one way we make it easier. #GPS #AIforHR #PerformanceManagement

I've done it. You've done it. Turns out everyone has done it. But now a new survey of 22,841 workers: 74% are taking questions to AI that they used to take to a colleague. Nearly HALF say they're having fewer spontaneous conversations at work. I love a good AI shortcut but those little "hey quick q" moments? They're not wasted time. That's where trust gets built. Thats the hallway chat that becomes the honest conversations which inevitably turns into "I'll stay. I'll speak up. I've got you." When the quick quesiton goes to a machine, the relationship doesn't get built. It just quietly... doesn't happen 🤷🏽 The efficiency is real, but so is the cost. Are your people still TALKING to each other, or just the tool? #Leadership #EmployeeEngagement #WorkplaceCulture #FutureOfWork #TheUndercurrent