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Industry News

Give feedback tied to company values

Every company has a set of values that define how employees should operate within an organization, but, often times, these values collect dust on the about us page of a company website.

At Lattice, we believe that being mindful of company values is incredibly important for company culture and should be used as a measuring stick for employee performance. And we’re not alone, as Rainforest QA CEO, Fred Stevens-Smith, explained in a recent RfH interview, “your values are the yardstick you evaluate people against.” Company values provide necessary context for an employee’s actions within an organization and should be used as an anchor for feedback conversations.

To help bring company values to the forefront, users can now tie company values to any piece of feedback they share across an organization.

To learn how to set this up for your organization, check out this help center article.


Updates to Lattice Reviews: Question Types & Automation

Since we launched our Reviews product last October, we’ve been working hard on making it even easier for companies to run performance reviews. Here’s a quick look at the new things you can do with Lattice Reviews:

New question types in templates

Every company is unique and that means the way that each company run their performance reviews also unique. At Lattice, we want the products we build to work with the way you work, not get in the way of it.

We’ve added several new questions types that you can choose from when building out your review template. In addition to rating and comment questions, you can now choose to add multiple choice and multiple select questions.

You can also mark a question on a review template as optional, since we know that not every question will always be relevant to every employee filling out the review.

Scheduled review cycles

It can be hard to keep a large review cycle on schedule and annoying to constantly check in on who’s submitted all their reviews and which employees need more time. Now, you can put a review cycle on a schedule: presetting when peer selection starts, when the review cycle launches, when the cycle should end, as well as when employees will get reminders. And as an admin, you’ll get an email the day before each phase of the review cycle so that you can chose to push back when the next phase of the review cycle will happen to give people more time.

For more details on how to setup a scheduled review cycle, check out our help center article.

Automated review cycle rules

Many companies have a performance conversation with new employees 3 or 6 months after they start. To help make this process easier, you can now set up automated rules in Lattice that will trigger the review cycles and send an email reminder to admins when a new employee is up for review. Instead of having to remember each new employee’s start dates, just rely on Lattice.

And if you want employees to be consistently reviewed every 3, 6, or 9 months after their start date, you can also set the rules to be recurring.

For more details, check out our help center article.

Industry News

How Lattice is moving performance reviews a step forward

During the performance review process, employees are asked to evaluate their colleagues’ work over the past year or (hopefully) quarter. Reviewers are tasked with providing articulate feedback that not only help their co-workers grow as professionals, but also have a serious impact on a person’s salary and standing within an organization.

This process puts the burden on the reviewer to evaluate their co-worker’s accomplishments and impact by recalling what’s happened over the last three to twelve months. But most people don’t remember what they were working on four months ago, let alone what their co-workers were doing. And to make this process even more difficult, peer reviewers are often asked to review 4-5 co-workers.

To be a successful peer reviewer, takes an acute perception of co-worker expectations and a really good memory.

At Lattice, we believe this dynamic is unfair for both the reviewer and reviewee, so we adapted our review tool to help surface more information about the employee during the review.

Removing Recency Bias

When evaluating peers, it’s natural for reviewers to default to what’s happened most recently at work, and forget about a co-worker’s actions a few months earlier.

To help prevent this from happening, we’re surfacing public/private feedback and notes to self, within the performance review. When filling out an evaluation, reviewers are able to see a list of the feedback the employee has received throughout the year to remember where the employee was successful and where they need improvement.

We see this feature as a major step forward in removing recency bias from the performance review process.

Providing Context

Often times, peer reviewers don’t have complete insight into what a co-worker is working on day-to-day, or more importantly, what an employee is expected to accomplish over a certain period of time. You may enjoy working with someone, but are they really making an impact on the organization? Or conversely, a person might have been difficult to work with, but was just focused on higher priority tasks.

To help provide insight to what’s expected of an employee, we’re now bringing in a person’s goals to into the performance review.

Our hope is that by surfacing employee’s goals during the review process, we start to provide some important context of what’s expected of an employee, and make the process better for everyone.

By surfacing continuous feedback and goals within the performance review, we’re helping create a more holistic and accurate picture of an employee’s performance. And a positive step forward for the performance review process.