Lattice Product Updates

• ‍Track Groups: 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. Learn more about using Track Groups.‍
• ‍Job Level Visibility: 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. Take a look at the new Grow visibility settings.

• ‍Elevated Goals Homepage: 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.

• ‍Review Analytics for Managers and Executives: 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. Learn more about how to use Review Cycle Analytics to gather insights about your employees.‍
• Direct Report Recommended Talking Points: 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. Explore our recommended talking points in the Help Center.

• ‍Previous Reviews in the Context Panel: 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.‍
• Updates Cadence Improvements: 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.‍
• Edit weighted scores inline: 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.

• ‍Remove Unwanted Fields During Upload: 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. ‍
• View Skipped Employees in Sync: 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.

• ‍Return to Work survey template: 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. Learn more about survey templates in Lattice.
• Post-survey usability updates: 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.‍
• Updated UI for Pulse answers in Slack: 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 Area templates: 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. Customize growth area templates in Grow admin settings.‍
• ‍Export growth area reporting to CSV: 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.

• ‍Weighted Goals: 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. Get started with weighted goals.‍
• ‍Goal cycle time periods: 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. Learn more about goal cycle time periods.

• ‍1:1s in the Reviews context panel: 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.‍
• Request feedback about anyone: 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.‍
• Decline feedback requests: 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.

• ‍Anonymous Comment Replies: 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. You can learn more about this feature on the Lattice Blog or Help Center.
• Lattice 2020 Benchmark Scores: 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”.
• ‍Enable Survey Details: 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.‍
• Edit Action Plans: 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.

• ‍Add Expectations Across Tracks: 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!‍
• Growth Area Notifications: 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. Learn more about the notifications and toggle settings.

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• ‍Grant Visibility for Review Packets in Calibration: 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.‍
• View Updates in the Context Panel: 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.
• ‍Context Panel Experience Improvements: 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.
• ‍Auto-resizing Text Box: 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!
• ‍Review Cycle Progress Bar: 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. See how the progress bar works.
  

• ‍Lattice’s Elevated Design: 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. Read the launch article on our blog.
  

• ‍Sapling 3rd Party Integration: 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. Learn more about setting up the integration with Sapling's documentation.

• ‍Side-by-Side Expectation Comparisons: 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. Start comparing level expectations side-by-side in Grow.

• ‍Precomputed Goal Progress: 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!

• ‍Driver Analysis – 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... Learn how driver analysis works‍
• ‍Action Plans – 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. Get started with action plans.
  

• ‍Create Growth Areas from Competencies: 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. Learn more about creating growth areas in your growth plan.

• ‍Filter Upward Reviewers by Start Date: 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.‍
• Join Zoom from 1:1: 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.