Lattice MCP Prompt Library

Prep me for my 1:1 with [name] today. Pull our last three meetings, open action items, and recent feedback.

What feedback has [name] received this year? What patterns should I bring up in our next 1:1?

Draft a coaching note for [name] based on the feedback they've gotten in the last 90 days. Be specific. Be kind.

I'm a new manager on this team - give me a rundown on [name] using their last two reviews and updates.

Pull the last 8 weeks of updates from my team. What patterns do you see?

What competencies is [name] measured on, and where are they tracking?

Which of my reports has the most peer feedback this cycle? Who has the least?

Map my full reporting line - direct reports plus two levels down. Include tenure and current goals.

(Admin) How many managers in [department] have completed their reviews? Break it down by team.

How many review drafts do I owe across the review cycle?

Give me everything I need to draft [name's] performance review - goals, updates, feedback, updates, last review.

Draft [name's] review based on the evidence and match my voice from the last cycle. Wait for me to approve before submitting.

Update [direct report's] review with my draft answers and submit.

Cross-reference [name's] Lattice goals with their Jira tickets and pull anything that contradicts the self-review.

Using my goals and recent work, draft this week’s Lattice Update with progress made, priorities for next week, and any blockers I should flag.

Every Friday morning, submit my drafted Lattice Update with progress made, priorities for next week, and any blockers I should flag. Pull from my goals, recent work, and progress in my connected project trackers.

Request feedback from <name> on how I handled <project/presentation/meeting>, specifically what worked well and what I could improve.

Submit feedback for <name> on their work on <project/presentation/meeting>. <Highlight what they did well and one area where they could improve.>

Pull the goals my team is working toward this cycle.

Create a goal to improve my presentation skills by the end of Q4.

Create a draft OKR for my team.

Push my Q4 goal's due date to December 15.

What review cycles are active or launching right now?

Does [cycle name] use weighted scores? If it does, what are the goal and competency weights, and are scores shared with employees?

I need a one-page guide to [cycle name] for managers. Pull the cycle's dates and configuration and write it in plain language. Cover the dates that are already set, who reviews whom, what each rating means, what employees see when results are shared, and whether calibration happens. Keep it under 400 words, and don't include anything that isn't in the configuration. Say which dates aren't set yet.

Who still owes reviews in [cycle name]? List each reviewer with the number not started and the number in progress.

Find everyone who hasn't started any reviews in [cycle name] and draft a short, friendly reminder for each department, listing the people in it and the deadline, [deadline]. Show me the drafts, and don't send anything until I approve.

Summarize all of [employee name]'s reviews in [cycle name], including their manager's summary. Organize it by review type, and quote the comments that best support each rating.

For each employee with a manager rating of [rating] in [cycle name], summarize the evidence from their reviews that supports or challenges the rating. Keep each summary to three sentences, so the calibration group can compare people quickly.

Which goals owned by the [department] department, or by people in it, are off track in [goal cycle name]? Include the owners and the last update date.

For employees in [department] on the [track name] track, where are the biggest competency gaps by level? Compare competency scores from the [cycle name] review export with the published expectations.

Connect engagement and performance at the department level. Export [survey name] and the [cycle name] review export, then compare each department's average engagement score with its average manager rating. Flag departments where the two point in opposite directions. Compare departments only, never individuals, and leave out departments with fewer than [number] survey responses.

Give me a one-page people update for this week's leadership meeting. Cover review completion in [cycle name], goal status in [goal cycle name], and the headline results from [survey name], and cite where each number comes from.

Identify me in Lattice and pull my direct reports.

For each report, gather signals from the past week:

Connect to my Calendar to identify the following:

Synthesize everything into one skimmable briefing, grouped by theme, with each item citing its source.

Then post the briefing to my private [messaging app] channel (a DM to myself or a private channel). This is for my eyes only, so no approval step is needed.

(Schedule this to run every Monday at 8:00am in my timezone so the briefing is waiting when I log on.)