Industry News

Focusing on People Success to Drive Business Success

People are central to the success of every company. Every product, invention, innovation, and discovery was made by individuals or teams of people working together to achieve a meaningful goal. People are the heart and soul that drives every organization forward. And when you don’t help them succeed, they won’t help your company succeed — and they will leave.

Years ago, my cofounder Eric Koslow and I decided to leave a company we’d cared about deeply and invested a lot into because we saw what happens when a company doesn’t attend to its people with intentionality. We knew that not only was this not uncommon but that it was perhaps the norm.

Without a clear and persistent investment in people, companies can’t succeed.

This was the central insight that led us to start Lattice. We could see that the world of work was changing. We saw an opportunity to be the answer for companies that realized they could get better results when they put the employees’ interests first.

Now, work is changing yet again. An unprecedented two years of pandemic, hybrid work, and personal reevaluation have pushed people to rethink how and why they work. And as companies grow and need to hire quickly, the competition for talent in nearly every industry is at an all-time high. 

Rightfully so, employee expectations have reached new heights. Employees want much more than a transactional relationship. They want companies to invest in them as much as they invest in those companies.

  • They expect leaders to be transparent and authentic, to engage in a dialog about their needs, and to make quick and impactful adjustments in response. 
  • They want companies driven by a meaningful mission and they require a clear understanding of their role in that mission. 
  • They expect companies to offer more flexibility, in some cases asking for permanent shifts away from offices, yet expecting companies to keep them feeling connected and inspired. 
  • And ultimately employees want to work for leaders who not only meet these needs but who invest as much in their people’s long-term growth as they do in their short-term productivity.

We at Lattice want everything that we build to reinforce that symbiotic relationship between people and business success. From goals and OKRs to performance management to engagement surveys to employee development tools to People analytics, we want leaders and HR teams to have the tools and insights they need to ensure people success. 

We believe that People Success is the starting point for business success. While it can feel scary, we couldn’t have more conviction that if you trust the process of focusing on the success of your employees, the success of your business will follow.

Lattice’s People Success platform is the best way to start investing in your employees so they can invest in your business.

Industry News

Close the Loop on Employee Feedback with Anonymous Comment Replies

Acting on employee feedback is the point of running an engagement survey. Although Driver Analysis and Action Plans empower you to identify long-term solutions, sometimes a more immediate response is needed. 

But here’s the problem: While survey anonymity facilitates more open and honest feedback, it makes it hard for leaders, managers, and HR teams to respond to employee comments individually. In the past, closing the loop on important individual issues or acknowledging a great piece of feedback just wasn’t feasible without issuing broad statements or breaching employee trust.

Today, Lattice is solving this for company leaders, managers, and HR teams alike by introducing Anonymous Comment Replies for Lattice Engagement.

Close the loop on employee feedback: When there’s feedback that needs to be responded to on an individual basis, you can reply with an acknowledgement or follow-up information. Employees are notified and have the opportunity to continue the conversation in Lattice while remaining anonymous.

Collaborate with company leaders to craft the best response possible: Managers and HR teams alike can identify comments that need to be addressed, assign them for a response from the most relevant person, or ask for help when needed so replies are authentic and thoughtful.

Employees can add more context and let you know when their issue is addressed, all while staying anonymous: The promise of anonymity is an essential one. It’s important for employees to feel like they can be honest throughout the process of giving feedback to their company leaders — being able to create a two-way dialogue while preserving that anonymity provides massive value to both employees and leaders. 

Anonymous Engagement surveys give companies the power to both celebrate where their culture thrives and confront uncomfortable issues inside their organization. Employees gain confidence knowing they can be honest, and leaders can truly hold a mirror up to themselves and their business to see the realities of their culture and work-life.

Beginning today, Lattice Engagement customers can take advantage of all these new capabilities for Engagement Surveys. We’ve also make these capabilities available for Pulse Surveys so you can close the loop continuously on employee feedback. If you’re eager to learn about Lattice Engagement and Anonymous Comment Replies, check out our Engagement webpage or request a demo from one of our product experts!

Industry News

Learn Exactly How You Can Support Your People During Uncertainty – Lattice Crisis Response Survey

It’s a strange and scary time for the world right now. 

Leadership teams are grappling with how to survive and thrive through an unprecedented public health crisis. Fortunate companies are now figuring out how to operationalize running a completely remote team. 

Companies lean on HR in moments like these. People teams guide their organizations through uncertainty, anchoring around cultural norms and maintaining the direction of the business.

You may have never expected to handle a crisis like this one, so we wanted to share the Crisis Response Survey Template we’re using here at Lattice. We worked with experts to choose this specific set of questions for a few reasons:

They are highly actionable: Every question on the survey asks about something that can be improved with an action, initiative, or response. This will surface the most immediately important themes of the employee experience that you can make an impact on. We kept the survey short enough that teams can reasonably act on and respond to them.

They are dynamic: Because these questions are all time-sensitive and crisis-specific, responses can change as quickly as external circumstances do. We recommend asking these questions regularly throughout the crisis to ensure employees feel heard.

They put people first: It’s a time for us to take an exceptionally human approach to people strategy. Companies need to ensure that their employees feel like their whole selves and those that depend on them are taken care of. 

Managers are learning how to lead, motivate and work with their teams virtually. Employees are dealing with the transition to remote work, but more importantly, the greater uncertainty and instability in the world around them. Work doesn’t necessarily feel like the most important thing right now, but that doesn’t mean work stops. It’s harder, but more crucial than ever before to gather feedback, understand how your team is feeling, and act on that information.

The Lattice Crisis Response Survey is available as a pre-built template in Lattice Engagement. You can also see the template along with more details on the questions and themes here.

If you’re looking for more People Strategy and HR resources on the COVID-19 crisis, you can find Lattice’s toolkit for staying productive and engaged here

Industry News

How Remote Managers Can Use Lattice to Give Better Feedback

Managing is challenging enough, especially for those new to leadership. It’s even harder when you’re remote. Physical distance can make it feel impossible to get a read on morale and the state of everyone’s work. Without casual chitchat or physical cues, employees might not know whether they’re meeting or exceeding expectations.

Whether being remote is your team’s “normal” or the result of an emergency, be the best manager you can be. If your company uses Lattice, here are some ways to help lead your team no matter where they are.

1. Write more.

Actions may speak louder than words, but few means of communication are as effective and consequential as writing. If remote work isn’t what your team is accustomed to, writing can clear up the ambiguity that gets in the way of great work. While that’s true for email or Slack communications, and just as important for teams using Lattice.

Come prepared for your one-on-one meetings with thoughtful questions. Add them as talking points in Lattice so your team members know what to expect. Write prompts that encourage deeper conversation rather than tactical updates.

Since everything you write here is intended to translate into marching orders or expectations, always aim for clarity. Write full sentences rather than shorthand so your reports can read and understand what you mean without explanation. Make sure to document action items in your shared notes so you can revisit them in the following one-on-one to hold each other accountable down the line.

2. Ask for updates.

How’s your team doing? You might feel like you have a general sense from your one-on-ones, but those only provide you with a snapshot. If those conversations represented the before, what’s the after? Because you can’t casually check in at the water cooler, use Lattice’s updates feature to learn about recent accomplishments, upcoming projects, and anything they might be “stuck” on.

Make this a team ritual. Fridays are a great time for reflection, so have them make a habit of jotting down what they accomplished throughout the week as well as what they need help on from you or the team. In addition to providing you with tactical updates, this information gives you a sense of whether priorities need to shift or if a member of the team needs support. It also gives you clarity come Monday morning.

3. Share feedback often (especially praise).

When you have limited face time, it’s easy to lose sight of the importance of giving feedback and recognition. Physical distance doesn’t need to equate to emotional distance. Your team wants to hear how they’re doing and will appreciate any recognition you can send their way. That’s especially true during times of uncertainty.

Use Lattice’s feedback tools to show you’re invested in their growth and want to hear from them, even when you’re working remotely. Remember one of the keys to giving great feedback: be specific. Root the feedback in observations, not generalities. How do they support other team members? How did they go above and beyond? Did a client send a positive note about the individual? Bring it up. Lattice’s Slack integration allows you to give much-needed public praise, even though most or all of you aren’t in the office. And if your employee doesn’t love the public attention, giving private recognition is also made easier through Lattice’s feedback tool.

Those are just some of the ways Lattice clients and their managers can continue inspiring remote teams. Sign in and get started today. For additional resources, check out our COVID-19 and remote work toolkit.

Industry News

Get feedback on project teams

Lattice is the first performance management software provider to offer project based reviews.

Traditionally, performance reviews are conducted by the functional manager to give an employee evaluation or developmental feedback. These reviews are based on a hierarchical org chart structure and are often used to determine raises and promotions.

After talking to our customers, it’s clear that hierarchical reviews don’t work for every type of organization and every use case. Customers who work frequently on project teams (i.e. cross-functional teams, agencies, consulting firms, etc.) or who work at flat/matrix organizations, need a way to run performance reviews outside of the traditional org chart. Additionally, some organizations want a way to run ad hoc review cycles outside of the formal, company-wide process done a few times each year.

Over the past quarter, we organized a focus group of influential project-based companies to design a solution that fits their needs, and we’re now ready to release it to our broader customer base. This feature release makes Lattice the first performance management software to offer project-based reviews, meaning Lattice is the only dedicated people management platform with a solution designed specifically for agencies and consulting firms. This solution complements our existing people management suite, which helps hundreds of companies from startups to enterprises build a performance management process that helps companies align, engage, and grow their employees.

Project-based reviews are quick, easy, and straightforward to run even if you’ve never run a review before. At the conclusion of a project, the project lead (or Lattice admin) will launch a performance review for their project team by selecting the questions and project team members. From there, all of the team members will review each other and then, depending on the organization, review the feedback together or meet individually with project leads or with managers to discuss. Here’s an article from our help center to help you get started.

At Lattice, our guiding principle is to build a customizable solution that works across a variety of industries and scales with your company as it grows. The launch of project-based reviews is another step in that direction, and we’re excited to continue expanding our product offering to better serve our customers.

Interested in using project-based reviews?

  • Current customers: Contact your Customer Success Manager or chat us in-app and we’ll turn on this functionality.
  • Prospective customers: Sign up for a demo here, and we’ll show you how project based reviews work.
Industry News

Jack Altman explains how to build your early team, the key to building successful investor relationships and more!

Jack Altman, Lattice’s Co-Founder and CEO, spoke with Harry Stebbings for the Twenty Minute VC podcast, discussing his hiring, product, and VC funding philosophies. (He also spoke with Harry last week, on the SaaStr Podcast, about his experience scaling Lattice.)

Dowload via iTunes OR  Listen on Overcast

In this episode, Jack discusses three subjects: building the Lattice team, developing a great product, and his philosophies on finding VC funding.The Team

  • Jack’s advice is to scour your network and find the diamonds in the rough
  • Great investors make better people want to join your company, because it indicates to employees that the homework has already been done by people with more experience than them, and you’re probably a good bet to take
  • Check out Kim Scott and her “Radical Candor” philosophy, which she discussed with him on the Resources for Humans podcast.
  • Realize that there are two phases of hiring: before you find it (“it” being a successful product), and after it. The key with the former phase is finding people who will help you find “it.”


  • Similarly, Jack pinpoints when he knew when he got “it” — when customers’ responses to the product changed drastically
  • Visions shouldn’t live in a vacuum — they should be constantly bumping up against reality
  • You can be stubborn about vision and your north star, but you can’t be too stubborn about how you’re gonna get there


  • Discusses relationship with Miles from Thrive — specifically, that it doesn’t matter how they communicate, but that they can communicate openly and trusting what the other has to say
  • Personal red flags when it comes to investors
  • And finally, the secret to moving up in a company

Industry News

Jack Altman talks with SaaStr about his experience scaling Lattice

Jack Altman, Lattice’s Co-Founder and CEO, got the chance to discuss his experience scaling Lattice with Harry Stebbings on the SaaStr Podcast. Here’s how you can listen to the episode:

Download via iTunes   OR   Listen on Overcast

In this conversation, you’ll learn about

  • Taking lessons from founding and scaling TeeSpring and applying them to Lattice
  • Getting into the world of SaaS and switching from B2C to B2B
  • Two fundamental challenges to rapid scaling in SaaS
  • Hiring people who understand how to navigate those challenges
  • Giving your departments the independence to change processes and take chances as the company grows
  • The importance of short qualification periods
  • Entering the established market of performance management, but doing so with a product that changes the game
  • How Lattice is becoming a leading voice in performance management

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.

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.