Lattice Product Updates

Teams can now purchase and use Lattice OKRs & Goals as a standalone product to better support goal admins who may not sit directly within the HR function. This update has no effect on your current Lattice subscription or access to OKRs & Goals.

Job Architecture is the central framework used to align levels, people, and jobs across a company – and you can now configure elements of your Job Architecture in Grow. You’ll be able to seamlessly sync employees to Grow tracks, and if you’re planning to use our forthcoming Compensation product, you’ll be able to sync employees to both Grow tracks and Comp bands once Compensation has launched.

Admins can now add descriptions for each track level in a Grow track. This change makes it easier for you to ensure your employees can easily find the summary of expectations for their level in Grow.

We’ve created a new custom role with Group Admin permissions for creation and assignment. We also introduced bulk assignment for Groups through a swift and easy CSV upload.

Goal owners can now add and change start dates for each of their goals. This update gives your team the flexibility they need to smoothly manage their program by providing clear, up-to-date timelines.

Your new hires should feel like they belong from day one and Lattice’s new Onboarding Surveys help you deliver great new hire experiences. With automated Onboarding Surveys, People teams can not only measure but optimize the new hire experience for every single employee.

We’ve added new flexibility around the way you can order and group questions in review packets at the end of a cycle. Review questions can now be organized by question or by reviewer, making it easier for managers to use the review packet to guide conversations and for employees to digest review feedback.

We have introduced new UX/UI updates to both the org chart page and to org chart cards, including pronouns on cards for employees who have added pronouns, color-coded cards based on department, reporting chain details, horizontal and vertical orientation, and an updated Goals UI. We’ve also added the ability to download your org chart as an image, introduced employee search capabilities within the Org Chart, and made the Org Chart more discoverable with a link from both Home and Company pages.

Lattice is committed to building a more inclusive platform, and gender pronouns play an important role in creating a welcoming community for members of all gender identities. The "Pronouns" field in Lattice allows users to add their gender pronouns to their Lattice profile and let others know how to refer to them.

Now, when someone receives Praise in Lattice, employees can add Emoji reactions to celebrate their colleagues’ recognition and achievement.

Now, when reviewees fall between groups, scores, promotions, or just need extra attention, calibration tags are an easy way to add structured data for sorting/filtering, so you can easily manage the next steps or flag outliers. This can help with retention risk and promotion situations.

Historically, cross-functional teams and sub-departments have struggled with goal setting in Lattice because our goal types didn't reflect where they sit in the company. We just had 3 goal types— Individual, Department, and Company. Now, with the Group goal types, this allows these teams to be met where they are and allow them to set goals at the appropriate level.

Calibration notes allow admins or session participants to add context, capture meeting discussion, and document final scoring decisions on an individual without having to leave Lattice, which increases the risk of data exposure. Notes can only be seen within the calibration session and won’t appear in the context panel or anywhere else in Lattice (although this is something we are considering in the future). Super admins/calibration admins can grant permissions to session participants to add/view notes.

We've introduced new Goals reporting functionality that allows you to see specific goal details and even take actions on goals. For example, you can now click into goal numbers to see a list of goals and even open a sidebar for each goal similar to the explore page directly from the Participation and Status reporting pages. This functionality creates new user, manager and department drill down pages which will be useful for viewing different groups of goals together. We've also included clickable donut charts and employee dropdowns to make it even easier to get more information from Goals reporting.

Now we've included the attribute Start Date as a field that can be used to filter and select specific employees when determining who should participate in the upcoming review cycle. This is only applicable to org chart reviews and is not yet available for project-based reviews and automated rules.

We are bringing the ADP HRIS integration to feature parity with our other HRIS integrations by allowing mutual ADP and Lattice clients to sync custom attributes from ADP to Lattice.

Employees often don’t know where to start when it comes to developmental goals. Coming in just a couple of days to Grow, employees and their managers can attach Action Items to a Growth Area, making it easier to achieve and track progress on development areas.

Lattice previously had two different classifications for scoring-type questions: rating questions that could be calibrated, and scored attributes that could be used for things like skills-based assessments. Now, we've combined all functionality into a single rating question type, calibrated rating questions, that allows all questions to be calibrated after reviews are submitted. This gives People Teams more flexibility to ensure that all scores are submitted fairly across their organization.

Our homepage now offers users an easy, one-click way to create a growth area in Grow, making it easy for you to keep your growth plan top-of-mind.

Previously, HR administrators couldn't begin the calibration process until all reviews were submitted by each participant in the cycle. We've now given admins the ability to begin calibration before the review cycle is closed, saving valuable time for the People team and managers who have finished their reviews early.

Often, it's important to include job level, location, and other custom attributes about individuals to help guide calibration conversations. Now, admins can add all of these kinds of custom attributes to the calibration table, giving People teams a more complete picture of individuals as they are evaluating scores.

During calibration sessions, it's important to bring many different stakeholders in the room including managers, department heads, and other leaders outside the People team. Now, those individuals can be given specific admin visibility permissions for calibration sessions, making calibration smoother for all participants in Lattice.

With this integration, we're bringing Lattice closer to where the work happens to accomplish goals. For go-to-market teams, Salesforce is often the central tool that tracks and reports on important revenue metrics. Now, by enabling this integration, Lattice Goals will update automatically when information in Salesforce changes, cutting down on duplicate work and ensuring Goals are always updated.

Objective and key result differentiation is a vast improvement for usability and downstream reporting for end-users and business leaders alike. With O&KR differentiation, you can create objectives and key results rather than simply generic “goals.”