Lattice Product Updates

As long as they have the appropriate relationship with the reviewee – for example, a manager reviewing a direct report – reviewers will now be able to see the reviewee's past performance reviews in the context panel alongside other information like feedback, goals, and more. This gives reviewers even more helpful information to make writing the review easy.

If Lattice is unable to access an employee during an HRIS, SFTP, or SCIM sync, we now display a new column in the import log to help you learn more about those employees that were skipped and any information we were able to collect. This makes it much easier to diagnose if there was a problem in the sync and quickly identify a fix.

Prior to this project, goal cycles were only able to be created manually. Most organizations use a schedule throughout the year (often quarterly) to build goal cycles, so this was a clear area for opportunity to reduce work for you. Now, on the goal cycle settings page, you can select your desired cadence (none, monthly, quarterly, fiscal quarters, halves) as well as an advance yearly setting. Then, Lattice will automatically add new goal cycles as time passes, allowing you to operationalize your goal-setting process without the effort of creating each new cycle.

Often, there are cases where company leaders would like to request feedback about anyone in the company so that they can ask about a specific employee’s performance. Now, Lattice admins can ask feedback about anyone at the company and configure specific permissions for certain role types to allow others to request feedback about others in their org outside a direct report relationship.

We know that you’re giving as much feedback as you can. But sometimes (and we’ve all been there) a request might simply stagnate. Now, you can politely decline feedback requests in your pending feedback tab. That request will then disappear from your pending requests as well as the requestor’s.

Lattice admins and managers can now export growth area reporting from Lattice into a CSV file so you can combine it with other data and reports outside of Lattice.

The weight is finally over (sorry). Weighted Goals allow you to customize how parent goal progress is impacted by its children. Set a uniform weight across key results (or sub-goals) and have each contribute events, or set unique weights and distribute the remainder automatically. Overall, this gives you much greater control over how you and your people accurately reflect progress on goals and communicate relative importance and priority.

When we released our Return to Work survey to the public, it instantly became our most-visited template we ever created. So we built the template directly into the Lattice Engagement template library to make getting it up and running even easier.

Lattice collects a huge amount of content from other product areas that help make the writing reviews experience easier. Now, reviewers in the context panel will have access to talking points and comments, private notes, and shared notes from 1:1 meetings with the reviewee.

Ever pushed “Strongly disagree” instead of “Strongly agree” by accident? Don’t worry. It happens to all of us! We’ve introduced an updated UI in Slack with clear buttons and a confirmation to ensure you’re giving the answer you intend to in Pulse surveys.

Growth areas are meant to give employees guidance toward their career objectives. To make that even easier, with growth area templates, Lattice admins can add new fields to growth areas, or pick from one our suggested Lattice Advisory Services-approved options.

We’ve made several helpful upgrades to the user experience when reviewing the results from an engagement survey. As you’re comparing data, it’s now much easier to see what you’re comparing and where the delta is coming from between scores. And when you’re using the heatmap view, click each question to navigate directly to their individual results page to explore more.