Lattice Product Updates

We're thrilled to welcome Gusto to our native integration ecosystem. Lots of Lattice customers rely on Gusto for their HRIS needs, and we've now made it easier to get started with Lattice using Gusto to directly import and regularly sync employee information.

We released anonymous comment replies for engagement surveys, and now we're extending that capability to pulse surveys, too. Pulse surveys are a key way for employees to share regular feedback about how they're feeling in the workplace, and with comment replies, admins can engage with that feedback directly.

We've introduced two new visibility settings for Lattice Grow admins to give more control over how employees can view each other's information in Grow. In Grow admin settings, admins can now select whether other employees can see an individual's job level when writing reviews or sharing feedback. They can also choose whether employees can see custom attributes if they are connected to tracks. Both settings are on by default.

When building a 1:1 agenda with their manager, direct reports now have access to Lattice's set of recommended talking points to make it easy to stay on track and ask the right questions. Direct reports can select recommended talking points and add them to their agendas directly from the 1:1s screen.

Particularly for companies with large workforces or a huge number of career tracks, it's helpful to organize them to make exploring those career opportunities easy for employees. Now in Grow, admins can create groups for tracks. Whether you're grouping by department or other category, groups make navigating career opportunities simple.

With the new Goals homepage update, we've moved all of the important goals actions directly into the goal sidebar. That means every user can now update, edit, or delete goals from the Goal Explorer without having to open the individual goals in new tabs.

We’ve given managers greater access to the data and insights so they can become the best leaders they can be. Managers and managers-of-managers can now use filters and see different visualizations like 9-box and heatmap in review results for their direct and indirect reports.

If you're using a CSV upload to import employees into Lattice, we've added the ability for you to remove specific fields from the sync that aren't relevant or desired in Lattice.

We've made several helpful user experience improvements to Updates. If the Updates cadence is changed, the date range on new Updates will reflect the change, but past Updates will not be impacted.

For companies that rely on weighted scores for performance reviews, we previously required calibration to be enabled in order to easily edit scores. Now, with inline weighted score editing, you can edit weighted scores directly in Lattice whether or not you've decided to use Lattice's calibration feature.

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.

We've also made some helpful updates to how the context panel works for everyone to make the experience more seamless. Now, the context panel will recognize your role and permissions so you're always seeing the most relevant information as you use Lattice's tools.

Welcome to the future of the Lattice platform. Lattice’s Elevated Design is the entirely new way to experience Lattice. With the new navigation, Home page, People page, and more, we’ve made it easier to see a complete picture of your performance story in Lattice.