We are excited to let you know that we will be sending out a product update email bi-weekly on Fridays starting today. So, you can expect to hear from us then regarding what’s new over here at Lattice!
Also, we heard from you that it would be helpful to pass along specific updates to your employees and managers. So, we have broken up out email between with an “Admin” and an “Everyone” section so that you can easily communicate the relevant changes to the rest of your team.
Last, but not least, we will be adding a “Product Refresher” section at the end of the email to highlight any tools and/or functionality that we think could be helpful to resurface. Be on the lookout for that in our emails.
New Reviews setup flow
We released a few changes to our Reviews setup flow that includes increased functionality around manager involvement and responsibility during the review cycle. You can read all about the changes here.
Managers submitting their reviews last
As part of the new Reviews setup flow, we released functionality that gives managers the ability to submit their reviews last during the review cycle. When you are setting up a review cycle with multiple directions, enabling this will force managers to submit their reviews only once all other reviews for their direct reports have been completed. This will ensure that managers are taking that feedback into account when writing their own review for their direct report.
This setting is enabled during the “Manager’s role” step in the Reviews setup flow.
Here is a bit more detail about what your managers can expect if you set up the review this way.
Worried that this may hold up your review cycle? Don’t worry, we’ve thought about that too. We made sure to give you the ability to unlock those managers reviews if needed. Read more about that here.
Managers response during the review
You now have the ability to choose what type of response a manager fills out during the review cycle. They can fill out just the final summary remarks, just a review template, or both. You can choose this during the “Manager’s role” step in the setup flow.
To learn more about the manager’s response, click here.
Filtering by Reviewee status during a review cycle
We have now made it easier to filter through the different Reviewees statuses when managing a review cycle.
Choosing Reviewees through CSV upload
You can now create a review cycle by uploading a CSV with just a list of all the participants’ email addresses. To do this, click on “Upload CSV” curing the Reviewee step of the setup flow.
You can now filter Updates by Manager, Department, and time range, as well as export the data directly from Lattice. From the “Individuals” tab, you also have more insight into the data within the Update, such as their latest sentiment score and latest submission.
1:1 FlexibilityThere is now more flexibility around when you can start a 1:1 in Lattice, as well as when you add agenda items and notes. To start a 1:1 prior to the scheduled time, click on the “Start early” button that we’ve added to the bottom right-hand corner of the agenda. This will start the 1:1 at that point in time.
You can also add agenda items and notes once the 1:1 has started and up until the manager has reviewed the 1:1 as complete.
Managers reminding reviewers
Managers now have the ability to remind incomplete reviewers throughout the review cycle for their direct reports. This can be the direct report themselves or peers reviewing their direct reports.
To do this, a manager would go to Your Team > Review Cycles > Manage Team and click on “Show Reviewers” next to their direct report’s name. From here, they click “Remind” next to each individual who has not completed their review. Similarly to admins, managers can customize the language of the email reminder and help drive completion during reviews.
Product Refresher (for Admins):
Private questions in review templates
When setting up a review template, you have the ability to add a private question. A private question is a question answered that is only ever seen by the admin and the employee’s manager. The question and the response will not be included in a review packet when shared with the employee.
Here are two common examples that we have seen around the use of private questions:
- You may want to ask a manager if their direct report should be eligible for a promotion or a raise.
- You also may want to ask a employee reviewing their peer if there is any additional feedback they would like to share privately with their employee’s manager.
If you’d like to learn more about how private questions work, click here.