Introducing your team to Lattice Reviews
Below is an email that you can use to introduce your team to Lattice performance reviews and why they are important. You can change the information in the email to more align with your team's launch, but make sure to answer three key points in your launch email:
- What you are doing (Launching Lattice)
- Why you are doing it (Running your Teams performance reviews)
- Your expectations for the team (Create your account and complete your review)
With that in mind, here is a sample email format that you can use to introduce your employees to Lattice:
Hi Team,
We are very excited to announce the launch of Lattice, our new people management system. We'll soon be using Lattice to do performance reviews!
Lattice provides a simple and focused tool so we can devote as much time as possible to the actual content of our feedback. We'll be launching our reviews later this month - if you haven't already gotten one, look out for an invite from Lattice in your inbox. Make sure to register for your account no later than [DATE].
These reviews will be an opportunity for us to share praise and constructive ideas for the people we work with and learn from others how we can improve.
(Example 360 language)
We will be running a full 360 review cycle at the end of this year. During this time, you will be expected to review yourself, review your peers, review your manager, and your manager will have the opportunity to review you. Once all the reviews are complete, you and your manager will sit down together and discuss the feedback.
Why is self-feedback important?
Self-feedback provides an opportunity to reflect on a period of time and think about one’s own performance. Nobody knows how they performed and what they accomplished better than the individual being reviewed. Self-feedback may bring up different information that was left out of other reviews.
This process also helps employees identify what they are good at and how they can improve while also showing management and HR how self-aware they are around their performance and standing within an organization. Ultimately, the comparisons that can be drawn between individual feedback and peer/manager feedback generate valuable insights and conversation.
Why is manager feedback important?
Manager feedback helps employees understand how they’re performing, how they can improve, and how they can meet their goals. It’s an opportunity for managers to course-correct any bad behavior while also providing positive reinforcement for areas where the employee is successful. The manager-employee relationship is fundamental in aligning companies and helping employees develop new skills; manager feedback is one way to strengthen the relationship and an important tool for managers to use to prioritize and accomplish goals.
Why is upward feedback important?
Upward feedback provides employees with an opportunity to tell management what’s going well and how they can improve. Giving feedback to “higher-ups” can feel awkward, so employees need a safe space and clear process to share their feedback (positive or negative) with managers and the leadership team. It’s an important moment for managers to get honest feedback from their team, identify areas for improvement, and make sure they're setting the team up for success.
Why is peer feedback important?
Peer feedback provides employees with a clear process to help each other improve how they get work done. A successful company is dependent on healthy collaboration between employees, and peer reviews provide a safe space for colleagues to give each other constructive criticism and praise.
If you have any questions about Lattice or the upcoming review cycle, please reach out to your manager or me.
Best,
[ADMIN]
For additional email and presentation deck templates, be sure to check out our Change Management Hub in Lattice University.