Lattice Product Updates

• ‍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.

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• ‍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.
  

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• ‍Review Cycle UX Improvements for Managers: 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.
• 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 added these updates to the broader guide for navigating reviews as a manager.

• ‍Bulk Assign Tracks and Job Levels: 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. See how to bulk assign employees to tracks and levels.

• ‍Audit log for Automated Review Rules: 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.‍
• Review Cycle Analytics Distribution: 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. Learn more about the new distribution view for review analytics.

• ‍Partial Product Activation:  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.‍
• Microsoft Teams Integration: 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. See how the new Microsoft Teams integration works.

• ‍Competency Questions in Reviews: 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.
  • Competency questions in Reviews is available by request. Let your Customer Success Manager know, or shoot us a note at [email protected] to enable the feature.
• ‍Matrix Templates: 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.
• ‍Track-Admin Permissions: 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.
• ‍Competency Themes: It's very common for Tracks to have many competencies – including at Lattice! Now, group competencies into a theme to make competency matrices in Tracks easy to organize and understand.‍ Start creating competency themes.‍
• Competency Themes: You can group several competencies into a theme to match how competency matrices are commonly organized at many companies, including Lattice! Grouping competencies in themes makes it even easier for employees and managers to quickly understand a track, particularly in more complex organizations.

• ‍Updated UX and Copy for Review Setup: 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.‍
• Audit Log for Ended Reviews: 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.‍
• In-Progress Reviews Reporting: 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. Get started with in-progress reviews reporting.‍
• ‍Edit Questions Not In Use: 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. Learn more about editing review questions.‍
• Employee Requests for External Feedback: 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.‍
• UX Upgrade for Updates: 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.
• ‍New Updates Notification Settings: We've made it easier for managers and admins to configure how Updates reminders are sent to employees. Managers can now set the frequency, day, and time for notifications specifically for their team. Admins can also set the frequency, day, and time that updates notifications for the company as a default for managers who do not set specific team preferences.

• ‍ADP Workforce Now Connector: The Lattice Connector allows you to sync your employee information directly from ADP Workforce Now® into Lattice. Lattice integrates with ADP Workforce Now® so you only have to manage your users in one place. The integration also offers SSO into Lattice. When you add an employee to ADP Workforce Now® or update their user information, you can easily manually re-sync the update with Lattice. Learn more about integrating with ADP Workforce Now.‍
• Lattice App Search: 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
• ‍HRIS Numeric Attributes: 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. Learn more about importing custom attributes from your HRIS.

• ‍Role-Based Sharing for Surveys: After running an engagement survey, it's important to get the results in the hands of the right people at your company quickly and easily. This used to involve individually creating filters, naming the shared view, and then searching for and adding the right individuals. While this worked, it didn't scale. Now, we've shipped a much more streamlined sharing feature. You can:‍
  • Create saved views automatically for three personas: Managers, Department Heads, Managers of Managers
  • ‍Share in bulk: Survey admins can now share results in as few as three clicks.‍
  • Add or remove people to a saved view: We know the org chart doesn’t always reflect reality. Survey admins can now make changes after saving a view.‍
  • Preview the save view: Sharing sensitive information like feedback is necessarily painstaking and should be taken seriously. Admins now can preview saved views before sharing with others. Learn about sharing survey results.‍
• Sentiment Analysis for Survey Comments: Some of the most actionable insights about your culture are hidden deep within free text comment responses in your surveys. Reading every comment, however, can be a daunting task. Let Lattice help surface those insights to you with sentiment analysis for survey comments with a few new changes:
  • Lattice will display an overall sentiment score for each survey.
  • Find all comments with sentiment scores in the new Comments tab. You can also filter both by sentiment score (positive, neutral, or negative) and by response (strongly disagree to strongly agree).
  • Exporting comments in a report will also include their sentiment scores.‍
  • Start exploring sentiment analysis in surveys.

• ‍Manager of Manager Permission in Growth Plans: You can now grant visibility access to Managers of Managers for growth plans of their indirect reports. Managers of Managers always have access to growth plan and growth area reporting, but this extra visibility lets them see individual growth plans, areas, and updates so they know more about which competencies and skills each employee is developing. Admins can turn on this visibility setting in the Permissions menu of Grow.‍
• Grow Reporting: Now, admins and managers more visibility into which employees, managers, and departments are creating growth plans and growth areas, and which employees are updating those growth areas with their managers. The data can be grouped and filtered by individual, manager, department, tracks, and custom attributes. Start exploring Grow reporting in the admin settings.

• ‍Auto-Save Animation for Reviews: We’ve received a lot of customer feedback that the auto-save animation can sometimes be distracting while writing reviews. To help you stay focused on what's most important, we moved the auto-save notification to the top of the page and included a timestamp.
• ‍Agenda Templates: Agenda templates are an organized way to add recurring talking points in your 1:1 meetings. Users can now create multiple customized agenda templates for agenda items they’d like to discuss regularly in their 1:1’s. Both managers and direct reports can add an agenda template to their 1:1s in the 1:1 settings menu. Learn about adding agenda templates to your next 1:1.