TL;DR: Learn how Huge streamlined its feedback processes in order to reduce the burden of feedback outside the flow of work. This change saved 2,000 hours, improved manager effectiveness, and enabled project-based feedback—driving higher engagement and leadership impact.

Traditional Feedback Was Inefficient and Disruptive

Picture this: It’s the end of the fiscal year. Leaders are scrambling to hit targets, employees are finalizing projects, and—on top of it all—performance reviews are due. Managers must sift through feedback requests, complete evaluations, and hold calibration meetings, all while keeping their teams productive.

This was the reality for Huge, a global design and technology company with nearly 1000 employees across six countries. Huge found that its feedback processes were not only difficult to manage alongside daily responsibilities, but because feedback wasn’t always delivered in the flow of work, the processes also felt more procedural than developmental in nature. 

Creating Opportunities to Provide In Context Feedback Throughout Project Cycles 

Historically, performance reviews at Huge followed a bi-annual cadence, but over time, it became clear that the format wasn’t fully supporting day-to-day growth or real-time performance insights. While well intended, the process was often removed from the work itself, and managers found it difficult to consistently gather the kind of feedback that helped their teams and people grow. 

 In response to the feedback, Huge introduced “Quarterly Conversations” in 2022 to create dedicated checkpoints for employees and managers to align on growth, give and receive feedback, and set clear development goals. This new approach helped feedback feel less personal and more objective, leading to 80% of employees using the Lattice feedback tool by Q4 2023 (up from nearly zero).

However, thanks to insights from Lattice Analytics, the Talent team quickly realized that even these quarterly check-ins—while a step forward—were still constrained by a calendar. Employees craved ongoing, in-the-moment feedback, not just structured discussions at fixed intervals. 

In partnership with Lattice, Huge evolved its approach once more and introduced project-based feedback cycles that would solicit feedback at different milestones throughout a specific project.

This ensures that feedback is given in context and at the right time, rather than months later when details fade. By aligning feedback with project timelines, employees gain specific, actionable insights that directly impact their growth, while teams can quickly adapt and refine their collaboration. 

This approach also allowed Huge to capture formal feedback about the projects themselves by using Lattice’s performance review capabilities. Once the feedback cycle is launched, project participants are asked to provide feedback to a “fake project lead” user, using Lattice’s peer review feature. 

Within the project review, participants are asked to use a rating scale (from not effective/satisfied to highly effective/satisfied) to answer a few short questions to gauge how the project went and its impact, like: 

• How effective was this project in achieving its goals? 
• How satisfied were you with the way we worked together as a team?  

Respondents are then asked two open ended questions about the project. 

• What went well that we should continue doing?
• What could have gone better, and how can we improve?

Project participants also respond to 4 prompts (3 ratings based questions, and 1 open text response) about each other’s contributions and work on the project.

• How would you describe this person’s contributions to the project?
• How would you describe this person’s leadership on the project? (For project leaders only)
• Would you go out of your way to work with this person again?
• What advice would you give to this person for future projects?

‍

 This not only made it easier for employees to provide formal project retrospective feedback, but it also allowed JD’s team to measure trends around engagement, satisfaction, goal completion, etc. throughout the project.

The Link Between Timely Feedback and Manager Effectiveness 

In tandem with the rollout of project-based feedback, Huge also prioritized manager effectiveness as a key enabler of meaningful feedback. 

The Talent team launched targeted manager development initiatives focused on coaching, delivering feedback, holding effective 1:1s, and tying career growth conversations to Individual Development Plans (IDPs). These efforts ensured that as feedback became more frequent and contextual, managers were equipped to facilitate conversations that were impactful—not just routine check-ins.

Lattice Analytics played a critical role in proving the connection between strong management and employee engagement. Data revealed that managers who consistently held 1:1s scored significantly higher on effectiveness metrics, and those who provided timely feedback saw a 9-point boost (on average) in their manager efficacy scores. 

These insights validated Huge’s approach: more feedback cycles alone weren’t enough, manager engagement was the real driver of impact.

“We wanted to create the most efficient and effective system for growth and feedback,” says J.D. Slaughter, Group VP for Organizational Development and Effectiveness at Huge. “Lattice helps us remove unnecessary feedback burdens while making sure managers engage in meaningful conversations that drive impact.”

The Impact: Better Leadership, More Relevant Feedback, and Time Saved

By digging into the analytics offered through Lattice, Huge identified that outdated feedback processes were consuming excessive time. “When we looked at review cycles and completion data, we saw managers and employees spending around 2,000 hours over two months on this process,” J.D. explains.

By implementing a quarterly feedback approach, powered by project-based feedback, and focusing on manager engagement, Huge was able to: 

• Increase Manager Effectiveness: Managers who consistently delivered timely, relevant feedback and coaching scored higher in every leadership effectiveness score than their peers who didn’t - by an average of 12%.
• Save Time: Approximately 2,000 hours were recovered at the end of the year by eliminating inefficient annual, peer review cycles.
• Collect More Relevant Feedback: Feedback is now tied directly to project work, making it more relevant and actionable.
• Increase Employee Engagement: The number of employees providing quarterly-based feedback skyrocketed from nearly zero to 80% by the end of 2023.
• Develop a Stronger Growth Culture: 60% of employees now have an IDP, embedding growth into daily work.

Why Huge Continues to Choose Lattice

Beyond saving time, Huge values how Lattice acts as a key partner and enables data-driven decision-making. “I feel like Lattice knows our business, what's important and what’s working for us. Also, the seamless integration of data is impressive. It allows us to look at our organization and understand its shape. We don't have to guess, we can go in and pinpoint why employees leave, identify trends, and help managers take proactive steps to improve retention and engagement,” J.D. explains.

He also praises Lattice’s product-first approach. “When we ask about roadmap updates or new features, the answers are always clear and thoughtful. That commitment keeps us excited.”

With help from Lattice, Huge has transformed the way managers lead, making employee development more intentional, data-driven, and effective.