Lattice Product Updates

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.

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.

A lot of tools you may already use have a special keyboard shortcut to quickly search and perform common actions. Now, we've created that capability in Lattice! On any page, just type CMD + K to bring up an entirely new search experience. Common actions like giving feedback or planning your next 1:1 are now right at your fingertips so you can become a true Lattice power-user

We've introduced a new audit log events for performance reviews. You can now see when and who ended a review cycle in the audit log so you'll be able to stay up to date on changes your team makes.

Our goal is to help you and your employees navigate Updates more easily so you can focus on the important conversations they inspire. We've given Updates an overall UX/UI lift, increased visibility for important actions like sentiment, and improved the guiding copy to help employees understand what is expected of them.