Manager's guide to Lattice

Edit Your Lattice Profile

All employees can edit their full name, preferred name, pronouns, phone number, time zone and profile picture. 

Before you start

All other fields not listed above cannot be changed and must be altered by contacting your Admin. (A member of the P&C Team).

Name, Preferred Name, and Job Title are all required fields.

For best results, photos should be between 200x200 pixels and 600x600 pixels.

Edit your profile

Click on your name found at the bottom of the discovery navigation.

Navigate to View profile > Details.

Click on the pencil icon next to the relevant field category.

Edit and click Save changes. 

Navigate Lattice for Managers

Home Page

The Home page provides a quick snapshot of where the manager is today. You can view upcoming tasks, updates, or 1:1 meetings and click to start taking action.

Managers can:

Keep up with tasks and upcoming meetings

My team page

The My team page contains a collection of important, high-level metrics about how the team is performing.

People Navigation

The My Team People navigation allows managers to view their entire team front and center. Navigation includes access to:

  • Direct and indirect reports' profile pages
  • Profile pages for custom relationships (e.g., dotted-line relationships)

Employee profile

Managers have the ability to click into individual reports to be taken to their profile pages which includes access to all of Lattice’s tools in the context of their relationship with the report.

Managers can:

Reporting

The Reporting page allows managers to track their team's data for each Lattice tool. 

Managers can:

  • View active and completed reviews
  • View how often feedback is being submitted
  • View how often updates are being submitted
  • View 1:1 participation
  • View Grow participation

Goal Explorer

The Goal Explorer page is an interactive space where employees and managers can view, edit, and update their personal goals and team goals and see any public goals and progress. It offers several visualizations that depict the structure between individual goals and key results and the relationship between cascading goals (if enabled).

Managers can:

The Tasks Page

The Tasks page lists actions employees need to take in the platform, including writing reviews, completing a survey, and updating goals. 

To view, click Tasks within the navigation pane. 

Active

Enter the Active tab to view tasks that need to be completed. Tasks related to Reviews and Compensation cannot be dismissed until the action is taken or until the review or survey has been closed.

All other tasks can be dismissed by hovering over the task and clicking Ignore. 

Closed

Enter the Closed tab to view tasks that have expired and action is no longer needed. Each task includes the date the task expired. 

FEEDBACK

Employees can give, receive, and request feedback from their colleagues or external stakeholders using the Feedback tool. To access the Feedback tool, navigate to one of the three Feedback pages in Lattice:

  • Give or request feedback from the Home page: Home > Give and request feedback.
  • For feedback you've received: Feedback > You've received.
  • For feedback your direct reports received: My team > Feedback.
  • For public feedback all users received: Feedback > All feedback.

Feedback tool functionality:

Give Feedback

Feedback allows employees to give, receive, and store public and private feedback for future reference. Users can select up to ten people to provide public feedback to at one time.

  1. Enter the Feedback modal using one of the following options: 
    • Navigate to Home > Give and request feedback. 
    • Navigate to Feedback > Give feedback. 
  2. Within the Feedback modal, navigate to the Give feedback tab.
  3. Under Who's the feedback about?, add the feedback recipient(s) name.
  4. Choose your share settings. Your visibility share settings may differ depending on your admin's feedback settings.
    • Public: Feedback is visible to everyone
    • Private: Feedback is visible to only the recipient
    • Private + manager: Feedback is only visible to the recipient and their manager 
    • Manager only: Feedback is private and will go directly to an employee's manager
  5. Under What's your feedback?, write your feedback message in the text box.
  6. If your admin has set up company values, you can associate a value to the feedback before submitting the feedback under Which values did they embody?

Request Feedback

The Feedback tool makes it easy to give, receive and store feedback for future reference. Users can request feedback from all employees and external stakeholders.

Note: Users cannot request public feedback.

  1. Navigate to Home > Give and request feedback -OR- Home > Feedback.
  2. Within the Feedback tool, navigate to the Request feedback tab.
  3. Under Who do you want to ask for feedback?, select employees at your company by name or externally by providing an email address.
  4. Under Who’s the feedback about?, select either who the feedback is associated with. Based on your permission levels you may be able to select from:
  5. Choose your share settings.
    • Manager only: feedback is private and will go directly to an employee's manager
    • Private: feedback is visible to only the recipient
    • Private + manager: feedback is only visible to the recipient and their manager 
  6. Under What do you want feedback on?, write your request for feedback.
  7. Under Feedback prompts, add a common feedback question to your request.
    • There is no limit to the number of prompts added.
    • Prompts can be edited once they have been added to the text box.
  8. Select Request private feedback.

Submit a Note to Self

Feedback makes it easy to give, receive and store feedback for future reference. Users can leave a Note to Self about themselves or another user in Lattice. 

Notes are private and only visible to the person who has written the note.

  1. Navigate to Home > Give and request feedback -OR- Feedback > Give feedback > Write private note.
  2. Within the Feedback tool, navigate to the Note to self tab.
  3. Under Who's the note about?, add the name of the user the message is associated with.
  4. Under What do you want to remember for later?, write the message in the text box.
  5. Select Save note.

Give Private or Manager Only Feedback

Employees can give feedback only visible to the recipient or their manager. Feedback visibility options may differ based on your company's Feedback settings set by the account admin. 

Note: If the employee's manager changes, their new manager will have visibility to any previous Manager Only feedback.

  1. Navigate to the Feedback tool using one of the following options:
    • Navigate to Home > Give and request feedback.
    • Navigate to Feedback > Give feedback.
  2. The Feedback modal will appear. Enter the Give Feedback tab.
  3. Add the recipient's name, and include a feedback description. Learn more about how to Use the Feedback Tool.
  4. Select the visibility option for the feedback. 
    • Private: Only the recipient will be able to see the feedback
    • Private + manager: Only the recipient and their manager will be able to see the feedback
    • Manager only: Only the recipient's manager will be able to see the feedback

Once feedback is submitted, the recipient and/or their manager will receive an email notification letting them know. The receiver will be able to view the visibility of the feedback within Lattice. 

121’s

Navigate 1:1s as a Manager

The 1:1s tool allows managers and employees to collaborate on a shared agenda for in-person meetings. The 1:1 meeting is an opportunity to develop employees' skills and gives the employee a chance to discuss workplace challenges.

To enter a 1:1 agenda for your direct report, navigate to 1:1s > Select your direct report.

Note: The first step to using Lattice 1:1s is to set up a meeting with your direct report. For 1:1 best practices, read Lattice Library's Managers, Here's How to Run a One-on-One.

Add talking points

All 1:1 participants can add talking points to an agenda, including the direct report.

  • To add your talking points to the agenda, click +Add talking point, add your item, and click Add. 
  • Apply 1:1 agenda templates with preset talking points you or your account admin have created by clicking Add conversation starter > 1:1 template. Learn more in Create a 1:1 Agenda Template as a Manager.
  • Use the 1:1 context panel to navigate through your direct report's most recent update and growth areas and include them as talking points in your agenda. 

Navigating the 1:1 context panel

The context panel on the left-hand side of the 1:1 agenda includes all past activities for your direct report. This activity will vary depending on the tools you and your admin have enabled for your direct report.

  • Active growth areas (if applicable): Selecting View growth plan will take you to the direct report's growth plan to view their growth areas in greater detail.
  • Active goals: This section lists the goals the direct report is an owner of. Selecting a goal will take you to the goal's details page.
  • Past events: Past events included any submitted notes to self you have submitted and the direct report's feedback, past updates, and goals.

The context panel can be hidden by clicking the arrow on its left-hand side. 

During your meeting

Two hours before the 1:1 meeting, the manager and the direct report will get an email outlining what's on the agenda so they can prepare for the meeting.

During the meeting, you can check off, comment, and add additional talking points. After the meeting concludes, you will receive an email asking to check off which items were discussed, push items that weren't covered to the next meeting, and record any notes. 

Shared and private notes

Notes can be left as both public and private. Your direct report and admin can see shared notes. Private notes will only be seen by the person writing the private note. Shared notes sync almost immediately, which means your direct report can see what you have written in real-time under the [Manager's]'s shared notes section.

Action items

Action items are tasks that should be followed up on before the next meeting. You can add and assign action items to yourself or the direct report. Learn more in 1:1 Action Items.

View past 1:1s

You can view past 1:1 agendas with your direct report by selecting the calendar icon and choosing a date from the dropdown.

Turn On 1:1s as a Manager

Managers can select to turn on 1:1s for their direct reports. To turn on a 1:1 relationship for your direct report, please refer to the following steps: 

  1. Navigate 1:1s. 
  2. Click on the + sign to create a new meeting, or create a Suggested 1:1 by clicking Set up 1:1.
  3. Connect to your Outlook Calendar. Otherwise, manually set a cadence you wish to meet.
  4. Adjust 1:1 settings:
    • Select a Frequency. 
    • Enter the date for the Next meeting.
    • Enter a Time and Time zone for your meeting cadence. 
    • Add a 1:1 template applied to all future 1:1s.
    • Toggle on Talking points from previous meeting to have unchecked talking points show up in the next meeting. 
    • Toggle on Action items to capture and assign action items during a 1:1.
  5. Toggle the On switch at the bottom of the pop-up and Save.

Create a 1:1 Agenda Template as a Manager

Managers and non-managers can create customized agenda templates that include recurring talking points and action items they'd like to discuss regularly in their 1:1s. 

Before you start

  • Agenda templates can only be created after you have created a 1:1 relationship.
  • An employee will only be able to edit the agenda templates that they have created.
  • Only the template creator can view the employees the template is shared with.

Create an agenda

  1. Navigate to 1:1s > Manage templates.
  2. Select Create template.
  3. Fill out the agenda template fields:
    • Name: Title of your template
    • Agenda: Talking points that will be added to 1:1 agendas the template is assigned to
    • Action items: Add any action items that should be visible during each 1:1 meeting
    • Category: Add a category the template should belong to, to help organize
    • Description: Add a description to explain the purpose of the template
  4. Select Save.

Create an agenda template within an agenda

  1. Navigate to 1:1s and enter a 1:1 relationship.
  2. Within the agenda, select Add conversation starter > 1:1 template > Your templates. 
  1. Find and click Create template card.
  2. Fill out the agenda template fields:
    • Name: Title of your template
    • Agenda: Talking points that will be added to 1:1 agendas the template is assigned to
    • Action items: Add any action items that should be visible during each 1:1 meeting
    • Category: Add a category the template should belong to for organization
    • Description: Add a description to explain the purpose of the template
  3. Click Save. 

Create Team-Wide 1:1 Talking Points

As a manager, you can add talking points to the agendas of multiple meetings at once. This allows you to efficiently plan your 1:1s  and is a great way to ensure you're touching base with each of your direct reports about any team-wide projects or initiatives.

Add talking points to multiple 1:1s

  1. Navigate to 1:1s using one of the following options:
    • On your Home page, select Plan 1:1s.
    • Navigate to My team > 1:1s or go to the 1:1s tab.
  2. Select the + sign, then select Add talking point.
  3. A popup will appear –– Under What do you want to talk about? add one or more talking points.
  4. Under Who do you want to discuss it with? select the 1:1 relationships to which you would like to add the talking points.
  5. Select Add talking points –– A confirmation notification that they were successfully added.

Apply 1:1 Templates to your Direct Report Relationship

Once an admin or the manager has created a 1:1 template, managers can apply the company template to individual 1:1 relationships with their direct report. 

Before you start

  • Ensure your 1:1 relationship has been created before adding a template. 
  • Company templates cannot be used as recurring templates.
  • Company templates will be applied to the current 1:1.
  • Only admins can edit company templates. However, once applied, participants can edit, remove, or add additional talking points to the agenda.

Note: Direct reports cannot remove company or manager talking points in the 1:1. Only managers can remove the company or templated talking points. 

Apply a template

  1. Navigate to 1:1s. 
  2. Click into the desired 1:1 relationship.
  3. Within the agenda, select Add conversation starter > 1:1 template. 
  4. Within the desired 1:1 template card, select Apply.

Connect 1:1s to Outlook

The Lattice Outlook integration will update Lattice when rescheduling your 1:1 event within Outlook Calendar and automatically schedule the next 1:1. Changes will be displayed in Lattice in about 5 minutes. 

Note: The Outlook integration is a one-way integration with Lattice. Lattice will use Outlook as the source of truth for 1:1 scheduling but will not add notes or create an event within Outlook. 

Setting up your event in Outlook

The following criteria for your event must be met for successful integration:

  • The Outlook account must be hosted on Microsoft servers and not self-hosted.
  • The Outlook account must be integrated using the Microsoft web login, not the desktop version.
  • In Outlook, the 1:1 event must be recurring, unending, and already existing within your calendar.
  • The Outlook event must be scheduled no more than four months into the future to prevent disconnection.
  • Lattice's calendar integration doesn't support calendar events created by third-party applications such as Clockwise and Reclaim.ai.

Integrate with Outlook

  1. Navigate to your 1:1 relationship:
    • If you are creating this 1:1 relationship for the first time: Navigate to Home > Add 1:1 > Connect to an existing calendar event.
    • If you already have a 1:1 relationship in Lattice: Navigate to Home. Select the participant's name to open the agenda and select Settings > Connect to an existing calendar event.
  2. Under Connect to an existing calendar, select Outlook - You may be asked to sign in to your Microsoft account.
  3. Click Yes to authorize the Lattice integration. 
  4. Select the calendar that manages the event you want to integrate and click Select calendar.
  5. Select the recurring event that will sync to your 1:1 and click Select event.

Change the time of your 1:1s

Once you have synced your Outlook calendar with Lattice, every time you change the event, Lattice will be automatically updated. 

Once your 1:1 has passed on your calendar, Lattice will automatically schedule the next 1:1 for the following week. If you missed this 1:1 meeting, update the meeting time in Outlook to the new correct time for your make-up meeting. 

UPDATES

Customize Updates Settings for Your Team

If admins have given the necessary permissions, managers can customize Updates settings for their team. 

Before you start

  • Managers must turn on Updates for their direct reports to customize settings. 
  • Any changes made to update questions are reflected in the current week's updates for those who have not saved a draft or published their update yet.
  • Once an employee's individual settings have been set, adjusting team settings will not impact the individual's setup or questions.
  • Reminders will be sent out at the selected time in each employee’s set time zone. If no time zone is set, it will default to Pickering’s set timezone.

Customize Update settings for an individual

  1. Navigate to the People page. 
  2. Under the My team section within the navigation bar, select the direct report's name to enter their profile.
  3. Navigate to the Updates > View Update settings. 
  1. Within the Updates dropdown, select Custom settings.
  2. Make the desired edits:
    • Click Edit questions to edit, add, remove, or adjust the order of questions
    • Adjust the frequency, day, and time the Update reminders will go out 
  3. Click Save.

Customize Update settings for your team

  1. Navigate to People > My team > Updates > Settings. 
  2. Under the Updates settings section, select Custom team settings from the dropdown menu. 
  1. Make the desired edits:
    • Enable Updates for all direct reports on your team
    • Edit, add, remove, or adjust the order of questions
    • Update the reminder schedule frequency, day, and time. 
  2. Click Save changes. 

 

Review Your Direct Reports' Updates

Managers can view and comment on the Updates submitted by their direct reports. 

  1. Select My team > Updates > Review.
  2. Review the update and add comments.
  3. Click Mark as reviewed, which will share any comments provided with your direct report.

Note: Once an update is marked as reviewed, managers cannot edit their submissions.

Attach a hyperlink

To attach a link within the comment section when filling out your update, use the following format: 

[text](location)

Example: [Lattice](www.lattice.com)

Goals

Why Use Goals?

Our Goals tool allows employees to track their professional objectives and link them to Pickering and department initiatives. Using Goals in Lattice enables admins to track the goals within their org and helps managers track their teams’ progress. 

Employees can better understand how they can impact Pickering and their careers by setting goals. They can also work closely with their managers to better figure out their strengths and weaknesses and objectives they should focus on. 

Create a Goal for an Employee

Whether a manager is creating a goal for their direct report or a project lead is creating a goal for their team, all employees can create a goal for anyone else in Pickering.

Create a goal for an employee

  1. Navigate to the Goal creation page.
    • Navigate to Home > Create goal > Objective or Key result.
    • Navigate to Goals > Create > Objective or Key result.
  2. The Goal Creation page will open –– Next to the Details section, select Edit.
  3. Enter your desired fields.
  4. Within the Owners field, add the employee as an owner.
    • Whether you choose to create an objective or key result, the owner will default to the goal creator (you). Remove the goal creator, if needed, and add the employee as the new owner. 
  5. Select Publish or Save Draft.

Create a Department Goal

Admins and department heads can create department goals. Department goals are a great way to align the department and Pickering's priorities. 

You can create Pickering goals from two different locations within the platform:

Before you start

  • To create a department-level goal, you must be either an admin or department head. 
  • Only goal owners will be notified when a department goal is published and will be responsible for editing and adding progress to the goal.

What is a public versus private department goal?

Goal visibility is set during the goal-creation process under Visibility.

  • A public departmental goal is visible to everyone within Lattice from within the Company page.
  • A private to selected departments goal is only visible to specifically selected departments with the Departments page. You can add additional departments if necessary.

Create a department goal from the Goals Explorer page

  1. Navigate to Goals.
  2. Click Create > Objective or Key result.
  3. Add a goal title and an optional description.
  4. Next to the Details section, select Edit.
  5. Within the Type field, select Department.
  6. Click Publish.

Create a department goal from the Home Page

  1. Navigate to the Home page > Create goal.
  2. Click Objective or Key result to open the objective creation page.
  3. Next to the Details section, select Edit.
  4. Within the Type field, confirm it is selected to Department.
  5. Click Publish.

View Your Direct Reports' Goals

Managers can view public and private goals owned by direct reports. 

Team goals

  1. Navigate to the Goals page.
  2. Click the Direct reports preset view.

You can remove or add filters from the Explore page to view your desired goals. 

Individual direct report goals

  1. Navigate to My team.
  2. Enter the profile of your direct report by clicking on their name.
  3.  Within the Overview page, view the Goals section.

 

APPRASIAL REVIEW CYCLES

What to Expect as a Manager During a Review Cycle

In a performance review, managers have a set of responsibilities to complete for their direct reports.

Employees can participate in a review cycle as Reviewees or Reviewers.

  • A reviewee is a person who is being reviewed or receiving a review.
  • A reviewer is a person who has a review to complete. A reviewer will be prompted to complete a review when visiting their profile page.

Employees may be both reviewees and reviewers in the same review cycle, depending on how your review cycle is configured. For example, a self-assessment is considered a review. If someone completes a self-evaluation, they will be both a reviewer and a reviewee.

Review Cycle Information Flows

Pickering’s reviews are based on the hierarchy of the org chart, all the way from who completes the review to review visibility. 

Once a review cycle is over, all of the review feedback will be sent to the manager before being shared with the employee.

360 templates Pickering have created are as follows;

  • Self-reflection (to replace PRE-PDR’s) - These will be sent to everyone to complete before their appraisal.
  • Peer reviews
  • Upwards feedback (reports reviewing their managers)  
  • Downwards feedback (managers reviewing direct/indirect reports)

Feeback given at peer review and upwards feedback will be sent directly to the reviewees line manager, not the reviewee.

Completing reviews

Peer selection

The first step in the 360 performance review process is to nominate peers for the peer review.

In Lattice, anyone who is not your listed manager or direct report can be nominated as a peer reviewer.

Nominated peer reviewers must be approved by your manager, who may add to or remove someone from your list of nominees.

Nominate Peer Reviewers for Your Direct Reports

Managers can select peer reviewers using the steps below. 

  1. Navigate to your Home page. 
  2. Select the Select peer reviewers task. 
  3. Select Nominate next to the direct report you will select peers for.
  4. Enter peer reviewers and select Submit and approve.

Note: If the admin has selected a number limit of peer nominations, you will see a warning banner underneath the peer. 

Once you have submitted and approved peers for your direct reports, you can always view or edit your selections by selecting Manage next to each direct report.

Approve peer reviewers for your direct reports

  1. Navigate to your Home page. 
  2. Click the Approve peer nominations task. 
  3. Select Manage next to each direct report. 
  4. Select either Approve or Override nominations. 
    • If you override nominations, you can remove or add peer reviewers for your direct reports.

Note: You can override nominations any number of times during peer selection. 

Edit Approved Peer Nominations for Direct Reports

Note: Once the peer selection phase ends, managers cannot edit peer nominations. Reach out to your admin to override after peer selection ends if needed.

  1. Navigate to Reviews > Peer nominations > Approve nominations.
  2. Click Manage next to the desired direct report.
  3. The peer nomination modal will appear. Select Edit.
  4. Select Remove or Add another reviewer using the search bar at the bottom.
  5. Submit and Approve.

Employees will not receive a notification when their peer selections are edited or overridden. 

What Happens if a Manager Hasn't Approved Nominations Before Peer Selection Ends?

During the peer selection phase, managers will have the ability to approve their direct report’s peer nominations. But what happens if they do not approve nominations before the peer selection phase has ended?

Answer

If nominations have been submitted by the direct report, and the peer selection phase has ended before the manager's approval, the nominations submitted will lock in and automatically be approved.

Before peer selection ends:

Nominations need to be approved and can be managed by the manager.

After peer selection ends:

The nominations are locked in, and the manager has the ability to view nominations. At this point only, admins have the ability to make changes to the nominations.

Once peer selection has ended, the review cycle will launch. Mangers will be asked to complete a manager (downward feedback) review. The manager may also be prompted to complete a self, peer, and a direct report (upward feedback) review.

Navigate Reviews as a Manager

When entering a review cycle, managers will have the ability to track team progress, nominate and approve peer selection, write reviews, and share review packets. The ability to complete each task will depend on the review settings set by the admin and the stage the review cycle is in. 

Write reviews

Managers can view and manage reviews for their direct reports in a centralized section of each review cycle. Navigate to a review cycle to view and manage your team's reviews:

  1. Navigate to Reviews.
  2. Find the review cycle and click the action item button to the right of the review cycle name. 

Note: The text in the button will vary depending on your progress and the stage of the review cycle.

  1. Click Track team progress.

In the Track team progress page, you can: 

Remind Your Direct Reports' Reviewers to Complete Their Reviews

Managers can send a reminder to complete any outstanding peer or self reviews for the team. 

  1. Navigate to Reviews. 
  2. Find the review cycle and click the action item button to the right of the review cycle name. 

Note: The text in the button will vary depending on your progress and the stage of the review cycle.

  1. Click Track team progress.
  2. Select Reviews received in the View drop down. 
  3. Select the employee that you want to reminder reviewers to complete reviews of.
  4. The right-side context panel will open. Select Remind next to the reviewer.
  5. You will be prompted to enter a subject and body for the reminder notification. Once you are ready, select Send reminder notification. 

Write your reviews.

Once the Peer Selection phase ends, you can start writing and submitting your reviews. Click on the Write reviews for task on your Home page to be taken to the review cycle or navigate to Reviews > Complete reviews.

You will see all reviews assigned to you on the left-hand side of the review cycle. Click on each review at any time and begin writing. 

Remember to use the context panel to help add specific examples to your review responses. This can also help you avoid recency bias by reflecting on examples from the full review period. Each answer is saved in real-time, so you can exit the Reviews tool and come back to submit your review anytime.

Once you have answered all review questions, click Submit Review.

Note: Reviews are not automatically shared with reviewees once you submit them. The review cycle must end before their manager can finalize responses and share review packets with the reviewee.

 

Prepare for your own review conversation

Once the review cycle ends, your manager will finalize your review and then share the review packet with you. You may receive your review packet before, during, or after your review conversation with your manager.

Make sure you know when your manager will conduct your review conversation. Spend time gathering your goals, check-ins, and other documentation pertaining to your performance during the current review cycle. This review cycle allows you to dive into your past performance and develop a plan to help you grow.

Review packets

Download a review packet

  1. Navigate to Reporting > Reviews.
  2. Next to the desired review cycle, select View progress.
  3. Select the desired reviewee.
  4. Within their web review packet, select the download icon.
  5. Choose the desired grouping of the review packet responses:
    • Group by reviewer and question: Show a reviewer and a question section
    • Group by reviewer: Show a reviewer section with their responses to each question
    • Group by question: Show a question section with responses from each reviewer
  6. Choose the desired review packet version:
    • [Reviewee's] version: This version of the review packet contains only responses that are visible to the reviewee once the packet is shared
    • Your version: This version of the review packet contains responses that are visible to the reviewee's manager, which may include responses the reviewee does not have visibility into
  7. Select Download.
  8. A PDF version of the packet will open in a separate tab –– Download the PDF via the download arrow icon. 

View Past Review Responses for your Direct Report

Managers can view previous performance reviews for their direct reports after a cycle has ended using the steps below.

  1. Navigate Reporting > Reviews.
  2. Select View progress or View Results next to the review cycle that you would like to view.
  3. Enter the Progress tab.
  4. Select the reviewee's name to enter the review that you would like to view. 

Lattice AI : Performance Summarization

Feedback summarization summarizes feedback for people managers that their direct report has received into key trends while completing their downward reviews. An employee needs to have received at least 3 pieces of feedback during the time period to have a summary generated. All public and private + manager feedback will be included in the analysis. 

Note: To utilize Performance Summarization, an admin must enable Lattice AI for Reviews. Learn more in Manage Lattice AI Access. 

Using Feedback Summaries in Review Context Panel

  1. When writing a downward review of your direct report, select the name of the reviewee from the list of assigned downward reviews. On the right-hand side, the review context panel will open.
  2. Select Feedback summary
  3. Click Sources to view the feedback received 

Share Your Team’s Review Packets: With Summary Remarks

When a review ends, Lattice will send managers an email notification letting them know that it's time to share packets with the team.  Use the View Responses or Finalize reviews button in the email to enter the review-sharing module, read your reports' reviews, write your summaries, and share results.  

Lattice admins can also share review packets on behalf of the manager.

Write summaries and share

  1. On the Home page, select the Write summaries task -OR- Navigate to Reviews > Finalize packets.
  2. Under Share packets, choose whose review to share.
  3. Provide your manager summary within the text box. You can use the context panel to view the direct report's:
    • Current and past reviews
    • Past feedback
    • Goals
    • Competencies
    • Growth areas
    • Updates
    • 1:1s
    • Calibration notes, if applicable
    • Individual development plan
  4. Share with (employee name).
  5. (Optional) Within the confirmation modal, add a message to the direct report.
  6. Share review packet.

After the manager's summary and review packet are shared, you will still have access to the PDF. 

Share Your Team’s Review Packets: Without Summary Remarks

When a review ends, Lattice will send managers an email notification letting them know that it's time to share packets with the team. Use the View Responses or Finalize reviews button in the email to enter the review-sharing module, read your reports' reviews, and share results.  

Lattice admins can also share review packets on behalf of the manager if needed.

Share review packets

  1. On the Home page, select the Share review packets task -OR- Navigate to Reviews > Finalize packets.
  2. Under Share packets, choose whose review to share.
  3. Select Review and share to deliver the review packet to your direct report. Track team progress

View Your Direct Report's Review Progress

All managers can check the progress of their direct reports' reviews. Managers can write a reminder to any reviewer who has not submitted their review about their direct reports. 

View Direct Reports Review Progress

Reviews Received

  1. Navigate to Reviews.
  2. Click View your response to the right of the review cycle in question. (It may also appear as Write reviews for [reviewer] if you have not submitted all of your reviews yet.)
  3. Select the Track team progress option in the left side panel.
  4. Select Reviews received in the View drop down. 
  5. Select the employee that you want to view the progress of. 
  6. In the right-side panel, unchecked circle icons indicate the reviews that are not yet submitted. 

Reviews Written

  1. Navigate to Reviews.
  2. Click View your response to the right of the review cycle in question. (It may also appear as Write reviews for [reviewer] if you have not submitted all of your reviews yet.)
  3. Select the Track team progress option in the left side panel.
  4. Select Reviews written in the View drop down. 
  5. Select the employee that you want to view the progress of. 

Can New Managers See Past Reviews for Their Direct Reports?

Yes, admins will first want to ensure the direct report is assigned to the new manager in Lattice. The new manager can view past reviews for their direct reports by navigating to My team > Direct Report's profile > Reviews. 

View Your Direct Reports' Reviews

As a manager, you can access all review cycles your direct reports have participated in, including any before they reported to you. 

View individual reviews

  1. Navigate to My team. 
  2. Select your direct report and click on their Reviews in the top tab. 
  3. Click View packet.

View all reviews

  1. Navigate to the Reporting > Reviews section.
  2. Select View progress in the review cycle you'd like to view.
  3. Select the employee to be taken to their review packet.

View Your Indirect Reports' Reviews

Managers of managers can view the review feedback about their indirect reports (direct reports' direct reports). If you're unable to view your indirect reports' reviews using the steps below, reach out to your admin to check visibility settings using the steps in Manager of Managers Permissions.

Active and Ended Review Cycles

Note: Only reviews that have been submitted by the reviewer will be visible to you.  Indirect managers can only see their indirect reports reviews in a live cycle if admins have enabled managers to preview reviews written about their direct reports in that cycle.

  1. Navigate to the Reporting > Reviews.
  2. Find the desired review cycle and click View progress.
  3. Select the Track team progress option in the left side panel
  4. Select the employee whose review you'd like to view.
  5. The right-side context panel will open. Click View current review packet 

View Your Indirect Reports' Reviews Before They're Shared

Lattice Admins can configure Managers of Managers' permissions to view the review cycles their indirect reports are reviewed in. Managers of managers (or MOMs) are automatically set up in Lattice when you set up your org chart.

To view an unshared review as a Manager of a Manager:

  1. Navigate to Reporting > Reviews.
  2. Find the desired review cycle and click View progress.
  3. Click on the employee you would like to view. 
  4. The right-side context panel will open. Click View current review packet. 

View Your Indirect Reports' Review Progress

As a manager of managers, you can track the review progress for your team, including indirect reports. Tracking review progress allows you to see if all reviews have been completed and gives you the opportunity to follow up with the team if reviews are taking longer than expected.

Share results Warning Banner and Pending Reviews

As a manager, you can share review results with your team as soon as the review cycle ends. 

When you share results after the review cycle ends, you may see a warning banner informing you of Pending Reviews. Pending reviews are reviews that are still being written and have yet to be submitted. If your review includes calibration, it's common for managers' downward reviews of their direct reports to be re-opened. You may see your own review of your report as pending in that situation.

Lattice won't prevent you from sharing review results with a direct report who has pending reviews. However, sharing results while reviews are pending may give your report visibility into incomplete feedback. Any drafted responses will be automatically submitted and included in the review packet. Those responses will also be locked, preventing reviewers from editing and completing them.

To prevent mistakes, Lattice will prompt you to confirm if you opt to end the review cycle for someone with pending reviews.

End a Direct Report's Review Cycle as a Manager

Lattice admins can choose to allow managers to end the review cycle for their direct reports. If so, as a manager, you can end a review cycle and immediately share the results.

Note: When ending a direct report's review cycle early, resubmitted reviews for the direct report will become locked and unable to submit. To fix this, reach out to your Lattice admin to reopen the review.

The option to end your direct report's review cycle early is provided at several different points for convenience. Once you end the cycle for your report, you can immediately write your summary remarks, if applicable, and share the review with your direct report. 

End review cycle after submitting downward review

  1. After writing your downward review, click Submit. 
  2. On the confirmation page, you will see a blue banner with the option to End review cycle. Click Next.
  3. Click End review cycle to confirm.

End review cycle from the Team page

  1. When managing your team's review cycle, scroll to your Direct reports.
  2. Find the name of the reviewee you'd like to end the review cycle for.
  3. Click on ellipsis (...) > End review cycle for reviewee. 
  4. Confirm by clicking Yes, end the review cycle. 

End review cycle under Share Results

  1. Navigate to Reviews.
  2. Click the action item button next to the review in question. 
    • Note: The text of the action item will vary based on the stage of the review cycle and what you have completed.
  3. Click on the Share packets section and select a Direct Report. 
  4. On the confirmation page, you will see a blue banner with the option to End review cycle. Click Next.
  5. Click End review cycle to confirm.

Can't End Review Cycle for a Direct Report

Problem

  • I do not see an option to end the review cycle for my direct report

Resolution

There are a few reasons why you may be unable to end the review cycle for a direct report:

  1. The review admin has set the review cycle to only allow admins to end reviews
  2. The review cycle is in the calibration phase. In this phase, you can draft a summary (if enabled), but you will be unable to submit and end until the calibration is ended. 

Please reach out to your Lattice admin to assist you in ending the direct report's review cycle.

View review progress

  1. Navigate to Reporting > Reviews.
  2. Find the review cycle and select View Progress.
  3. Click Track team progress

Progress bar

The Progress bar shows the number of reviews submitted out of the total number assigned to your team or department.

 Here you can check:

  • Total number of reviews submitted
  • Total percent Completed
  • Total percent In progress
  • Total percent Not started

Learn more about reviewee statuses in Active Reviewee Review Cycle Statuses.

Your team list

Below the progress bar, you can find a list of all reviewees within your organization for this cycle. Below each reviewees name you can view whether they are a direct report or indirect report. 

Each reviewee will be assigned a status. These include:

  • None received: No reviews have been submitted for the reviewee
  • Incomplete: Some reviews have been submitted for the reviewee, but there are still reviewers left who have not submitted
  • Completed: All reviews for that reviewee have been submitted, but the review cycle is still open and cannot be shared
  • Ended: The review cycle was ended early for a reviewee before all reviews could be submitted 
  • Completed and Ended: All reviews for that reviewee have been submitted and the review cycle was ended early

You can filter your organization or type in a specific reviewee's name within the search bar. 

View a review packet

Depending on the review settings determined by the account admin, you may be able to view the review packet of a direct or indirect report. To view a review packet, click on the name of the individual within the list.

Where to get help

Lattice offers a variety of resources to help educate and empower employees on the platform. Resources can be found within the Help Menu once you log into Lattice. 

Lattice Help Center 

The Lattice Help Center has step-by-step written articles about each Lattice Tool. To find an article, try searching for keywords in the search bar or browse the different tool categories. In addition to these articles, the Help Center also has all of Lattice's Webinar recordings and is an excellent resource for Admins and Employees. 

Learn Lattice

Set-Up and Strategy How-Tos: Lattice University 

Lattice University is an online video library where you can find answers, walkthroughs, and discover new Lattice features. Lattice University has bite-sized videos customized for Admins, managers, and all employees about each tool's ins and outs. All Lattice users have access to Lattice U within their Lattice account.

Hone Your People Strategy: Lattice Library

The Lattice Library is a great place to find helpful articles, regular columns, interviews, and e-books around topics around growing a feedback culture, managing people, conducting performance reviews, raising employee engagement, improving company culture, and more. Library content is also a great place to find resources to share with your teams.

What's New?

Read the most recent Lattice announcements and product users directly from the menu. The What's New page is also available within the Change Management Hub. 

Additional resources: Admin Office Hours

Admin office hours allow you to get help live from our Customer Care team through Zoom. We host office hours Tuesday-Friday for 45 minutes each session, focusing on specific tools for each session. This is an excellent opportunity to ask questions or work through things you would prefer to do over a video call.