Lattice Product Updates

For especially large review cycles with lots of employees, there's a lot that goes on behind-the-scenes to make it happen. We now surface a helpful notification and progress indicator so you know when Lattice has completed launching your review cycle.

When building a survey, you now have an option to “add survey details” to add helpful instructions for participants. For example, you can reinforce the importance of why this survey is being sent, or give helpful instructions about more complex questions.

Previously we required using custom permissions to grant visibility in the current or previous review packets. Now, grant visibility quickly and easily by checking the box as you share the calibration group.

Of course, it’s common for multiple tracks to have similar competencies and expectations for levels. Now when you add a competency to a track, you’ll have the option to add expectations from other tracks using that competency with one click — no more copy-pasting from track to track!

We have updated our “Lattice Benchmark” scores for engagement surveys to now reflect survey data up to calendar year 2019. The previous scores have been renamed as the “Lattice 2019 Benchmark”.

To support continuous growth, we've added new notifications to help you stay up to date on your career journey. Now, Lattice will notify you when your manager adds or makes a change to a growth area so you can keep making progress. If you're a manager, Lattice will also notify you if your direct reports add or change their growth areas so you'll know how you can support them.

Naturally, even the best laid plans change. But we've got you covered. If you've published an action plan after an engagement survey, you can now make edits to focus areas, actions, and more to ensure it evolves with you and your team's needs.

The context panel in Reviews surfaces valuable information about the reviewee to make writing a breeze. Now, we've added previous Updates in the context panel so that, depending on your relationship with the reviewee, you can see their past work as you write their review.

Continue the conversation with employees about their Engagement survey feedback with anonymous comment replies. Dig into great ideas, learn more about employees’ points of view, or address issues directly — and employees stay anonymous through the whole process.

This is a small but mighty user experience improvement. As you're writing reviews, the text input box will now automatically expand with your response. No need to manually drag the box anymore!

If you currently use Sapling to manage your employees, you can now enable a Lattice employee integration from within Sapling. With this integration, you can automatically create and sync your employees as well as update user attributes with Lattice. This integration uses the SCIM standard, so it requires that your Lattice account also has SCIM enabled.

We've made a significant improvement to how quickly Lattice is able to calculate goal progress for relevant goals being displayed to you. Especially when viewing a large number of goals, this previously took a while. Now, you'll see your results much faster when you're exploring goal progress!

As you think about your career path, keep the goalposts in sight with side-by-side comparisons so you know how to progress to your next level. Compare levels in your track, or compare to others if you're looking to expand your horizons.

We heard lots of customer feedback about this challenge, and we're excited to deliver it! To ensure, for example that new hires are excluded from writing reviews for their manager, we've now added the ability for admins to exclude upward reviewers based on when they joined the company using filters.

Understanding what drives employee engagement is the first step in improving it. Driver Analysis identifies the questions that are most Strongly correlated to the main engagement outcomes you care about to set a foundation for building your...

We've made a few big improvements to your growth plan. See your expectations for your role in a new view, its competencies, and immediately create growth areas from those competencies. You'll also be able to create growth areas from other roles' competencies and create ad-hoc growth areas for even more flexibility.

Action Plans are a great way for people teams and managers alike to "close the loop" on employee engagement feedback and improve cultural outcomes as an organization. This ensures your employees feel heard so they know the time they took to provide feedback in the survey was valuable and led to improving their own experience at work. It also gives teams a clear way to share how the organization is planning to improve and increase accountability.

If you've linked your 1:1 with Zoom, you can now join the meeting directly from Lattice. You'll see the “Join Zoom” button in your Lattice 1:1 if you've linked Zoom to your calendar and have the Zoom meeting link in the event's location field.

Managers can share review packets with reviewees even if there are still open reviews. We'll display a banner showing which reviews are open and if the manager approves, Lattice will automatically close those open reviews and share the review packet with the reviewee. When managers select "You" in a review cycle, Lattice will direct them to Write Reviews so they may continue to submit a review if it was re-opened post-calibration or end of the review cycle. But if the manager’s review packet is already available, Lattice will direct to Receive results instead.

We've made significant improvements to the manager's user experience in Lattice for a few critical stages after launching a review cycle. These updates will make sharing review results more straightforward. Managers can share review packets with reviewees even if there are still open reviews. We'll display a banner showing which reviews are open and if the manager approves, Lattice will automatically close those open reviews and share the review packet with the reviewee.

Depending on your priorities for goal setting in your organization, you may want to prioritize some fields over others. Now, admins can make 4 goal fields – tags, priority, goal cycles, and goal alignment – required, optional, or hidden on the goals settings page.

Lattice has lots of tools with unique uses. We realize that sometimes, it's important for companies to roll out some tools to certain teams and not others. With partial product activation, admins can now choose which products to enable for each department or subset of users. This is particularly helpful so admins can roll Lattice features out in stages rather than all at once.

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.