Lattice Product Updates

We’ve made a research-backed update of 11 Lattice Engagement template questions for greater clarity and context from our Lattice Advisory Services (LAS) team.

We’ve given the Company Page a new look, adding layout and usability improvements, a new Key Links section, a miniature Praise Wall, and easier access to settings.

Last month, we released the ability for admins to send a notification to all managers, prompting them to kickoff career conversations. Now, we’ve set up an automatic reminder notification that will be sent to managers one week after that initial notification. This follow-up notification is default On if an admin has scheduled the initial notification. These notifications will help admins to drive adoption of the IDP tool across their company!

Track Admins now have access to Grow Track templates and can be given the ability to publish tracks.

Now, you can add up to 5 new default attributions to your calibration table including one of our most frequently requested fields: start date. These additions help ensure all relevant demographic information is in your calibration table so you don’t have to switch screens mid-session to get additional information. In addition, employee pronouns are visible during calibration so employees are referred to accurately during calibration sessions.

Now, no matter where your team brainstorms and finalizes OKRs and goals, you can now efficiently import all of them at once into Lattice as active goals (in addition to historical) via CSV.

Goal owners can now quickly and easily provide status updates on all of their goals in one swift motion. Whether you are updating your goals from the homepage, Goals Explore page, or an update notification, you’ll automatically be taken to all of your owned goals to provide status updates. This new feature helps make sure that none of your company priorities slip through the cracks and that everything stays up to date.

On the Grow tracks auditing page, Admins can now see who made the latest change to a track and the timestamp of when that change was made.

It’s important for your managers to provide career development to their direct reports, but it’s a daunting task to ensure that they know how to do so effectively. Our new templates can help you ensure managers run regular, high-quality development conversations. These templates provide best practices for these conversations and can be conveniently embedded into 1:1s.

Admins can now make edits to questions in a template, even if the template is being used in an active review cycle. Admins can edit the label, description, tag, and question in any Reviews template. All edits made to questions from the template bank will be applied for future uses of the template. Any edited questions in the template bank will also be updated in the question bank as well.

Managers are now able to reference past reviews while writing their manager summary during a review cycle. By making past reviews more easily accessible, we can help managers reduce things like recency bias and streamline their review writing process.

Admins can now build and schedule a notification to all managers prompting them to kickoff or continue working on Individual Development Plans with their employees. These notifications will help encourage more regular career conversations.

Based on your feedback, we’ve made a few updates to Lattice OKRs & Goals including: the ability to remove a priority once it’s applied to a goal, a refreshed goal creation form that simpler and easier to complete, and a fix to the goals sidebar to ensure the page doesn’t jump when you close it.

Managers are now able to create their own Career Vision questions. The manager-created questions will only apply to their direct reports, enabling them to customize the Career Vision template to perfectly suit their team.

We’ve refreshed our Lattice Engagement benchmarks with the latest data from 2021. For the first time, we’re publishing eight segmented benchmarks for our top industries, size segments, and geographies so you can compare your company’s results against the most relevant groups for you.

Last December, we launched the ability for admins & calibration session participants to take notes within our calibration tool. Now, managers will also be able to access those notes after calibration ends in their context panel! They’ll be able to see notes for their reports through both “you” and “teams” tabs. By including calibration notes in the manager context panel in performance reviews, managers can easily find and reference context from earlier parts of the review process and use that information to finalize written feedback.

After a review is launched admins can now edit questions in the Lattice platform instead of making a request through their CSM. Admins can now edit the question title, description, question response labels, along with changing the question visibility.

We have removed row limits on the size of the file that you can upload to assign employees to Grow tracks. Now, you can add all your employees to Grow tracks with just one file upload.

We’ve released pronouns in Manager Tools and Grow! As a part of Lattice’s commitment to building an inclusive platform, this feature will help users see teammate's pronouns when creating/updating/viewing 1:1s, Feedback, Updates, and Growth Areas.

Grow now allows you to assign custom role members to view the Grow tabs of employees in their target group. With this new permission, HRBPs can easily gain visibility into the Growth Areas of the employees whose managers they partner with.

With Exit Surveys, People Teams can not only measure the employee experience at every phase, but identify the parts of work life that lead to attrition. This is crucial not only because the Great Resignation presents short term challenges for companies to retain their employees, but long-term changes in what employees need from work.

Now, you can fully customize the status labels your company uses to measure and share OKR and goal progress to match your company’s existing vocab (default: “On track,” “Progressing,” and “Off track”) . Plus, you can also add definitions to each status to ensure everyone in your company is measuring progress by the same standard, creating consistency and accuracy within your program.

Employee development is critical for engaging and retaining your top talent, but it isn’t always easy to implement. With our new Individual Development Plan functionality, you’ll activate your entire company in an aligned development process that enables both long-and short-term career development.

As a part of Lattice's commitment to building an inclusive platform, we have added the ability to see team member’s pronouns during Reviews. In reviews, managers and employees completing reviews will be reminded of the reviewee’s pronouns.