Lattice Product Updates

This graph is a histogram that shows how often each different value in a set of data occurs. The bell curve is a great way for People Ops teams to double-check calibration results to ensure adjustments are fair as intended. With this new visualization, Lattice admins can add up to 4 datapoints and use filters to explore narrower audiences.

As we move toward an even more distributed world, it's important to us to integrate Lattice where work is happening. Microsoft Teams has become a vital communications tool for many companies, and our new integration allows Lattice to surface important notifications to individuals when they need them.

Automated review rules have a lot of moving parts. Now, if you are wondering about when, how, or why something happened with an automated review rule, you can explore the audit log. You can see who added or removed filters, changed the targeted reviewees, adjusted visibility settings, and more. Note that this log will show changes beginning on October 26.

For companies with lots of employees, we've made it easier to assign employees to tracks and levels if you decide not to link a custom attribute from you HRIS. a barrier to initial product adoption. Admins can now assign employees to tracks and levels in all at once by simply uploading a CSV file.

Grow admins can now grant others admin permissions only for a specific track. This allows those track admins to edit and assign employees to it.

We realized it's important to see more specific reporting on review progress across the review cycle because participation is critical in having an effective review process. Now, we’re making it easy for admins/HRPBs to have the visibility they need in order to track progress and follow up with reviewers easily & effectively.

Plug competencies directly into review cycles and create specific questions from each reviewee's competencies. By directly tying competencies to performance conversations, employees gain a clear understanding of how their performance gets them to the next level in their Track.

As you create questions for your upcoming reviews, we've now allowed for complete edit control before it's added to an active review cycle. This gives you and other admins much more flexibility when creating new review question.

We understand how difficult it can be to create tracks and competencies from scratch. We want to make it easier for you to get started with Grow by creating a track from a template. Select either the Manager template or the Individual Contributor template, and each comes filled with 5 job levels and 10 competencies.

We've made some adjustments to the description copy and user experience for key stages when setting up performance reviews. This makes it more even more clear, for example, when and for whom private or public questions are visible in reviews.

In admin feedback settings, you can now allow employees to request feedback about themselves from individuals outside your company via Lattice or the Slack integration. Previously, only managers could request external feedback.

Lattice has supported numeric attribute types via bulk update from a CSV or SFTP, but now admins can add numeric attributes directly from their HRIS (BambooHR, Namely, Zenefits, and Rippling). And if you have an existing numeric attribute, use the "Link to HRIS" button to start syncing it right away.