Patent Application
20240112144
The present application relates generally to the technical field of computer system administration and, in one specific example, to implementing and/or configuring computer services, applications, user interfaces, and/or tools to facilitate administration of a performance platform deployed within one or more computer networks.
Organizations may deploy one or more software applications within one or more computer networks to facilitate management of employees of the organization. Such software systems may include human resource (HR) systems, which may be configured to, for example, store and manage confidential employee data, handle employee-centric HR processes, such as recruitment and/or performance, and or handle offboarding. Additionally, some HR platforms may be configured to keep track of employee goals, performance, compensation, or engagement.
In the following description, for purposes of explanation, numerous specific details are set forth in order to provide an understanding of various embodiments of the present subject matter. It will be evident, however, to those skilled in the art that various embodiments may be practiced without these specific details.
Even after deploying various tools, such as one or more HR systems, organizations may have difficulty effectively linking the data items contained in them. For example, an organization may be unable to use the HR systems (or have difficulty using the HR systems) to link and/or surface data items pertaining to reviews, one-on-ones (referred to herein as 1:1s), feedback, praise, goals, and compensation of users having various roles, including employees, managers, managers of managers, and so on, such that each user is provided with insights specific to the user and/or suggestions of one or more actions specific to the user (e.g., for improving with respect to one or more user metrics and/or to help the organization improve with respect to one or more organizational metrics).
It can be a difficult technical problem to determine how to interconnect data items related to performance of employees such that an organization can, for example, optimally celebrate and reward employees for their efforts.
The system described herein enables administrators (e.g., business leaders within an organization) to, using advanced system and/or data management tools, align their employees around their company's strategic priorities and activate every employee to execute against them. In example embodiments, the system helps an organization bridge one or more gaps between people operations and business operations through management of data items that represent or define Objectives and Key Results (OKRs) of an organization and the interlinking of such OKR data items with other data items, such as those representing performance of an employee.
In example embodiments, the system may be configured to be integrated with external systems, such as Jira and Salesforce, such that goals and OKRs are synchronized across the organization's systems, and the organization's progress measurement and reporting stays up to date in real-time without the need for manual updating.
In example embodiments, the system may provide one or more interactive graphical user interfaces (GUIs), such as Actionable Goals Home and Explore pages, that may provide frictionless management of 1:1s, updates, feedback, goals, compensation, measurement, tracking, and achievements on an elevated surface with seamless actions right in a sidebar.
In example embodiments, the system may provide reporting power tools for users. Users may be assigned one more roles or personas, such as administrator, chief of staff, employee, manager, manager of manager (“MoM”), executive, executive assistance, operations leader, department head, business leader, people manager, data consumer, and so on. Each user and/or role assigned to the user may be associated with different access rights. For example, reporting dashboards may be accessible to managers or business leaders to report on goal status and identify where they can take action to keep the company on track.
In addition to helping employees align their work success with business success, the system provides various tools to help those employees feel recognized for that success. In example embodiments, various tools are provided for recognizing and celebrating individuals for their work, which, in turn, may lead to increased satisfaction and/or productivity, and decreased turnover. Recognition may come in many forms, such as public praise or awards, increased responsibility and, of course, compensation. But employees may not just be looking out for themselves; they may also want to know their colleagues and friends are also being rewarded for their work.
In example embodiments, the system facilitates development of compensation strategies that provide flexibility to attract and reward top performers while including checks and guidance that ensure compensation practices are equitable and aren't perpetuating bias.
In example embodiments, the system provides tools that support compensation decision-making and communication. For example, the tools may help to streamline the compensation process, integrate with performance data, and provide insight into pay trends across the company. Users, such as members of one or more HR teams, may manage their compensation review process in a centralized, secure hub and seamlessly integrate an employee's performance information into the decision-making process. Other users, such as managers and company leaders, may be given more insight into individual and team-wide pay trends as well as more context to navigate salary conversations with direct reports. Additionally, employees may be able to view their own compensation information directly.
A networked system 102, in the example form of a cloud computing service, such as Microsoft Azure or other cloud service, provides server-side functionality, via a network 104 (e.g., the Internet or Wide Area Network (WAN)) to one or more endpoints (e.g., client machines 110). The networked system 102 is also referred to herein as “Lattice,” the “system,” or the “platform.”
An API server 114 and a web server 116 are coupled to, and provide programmatic and web interfaces respectively to, one or more software services, which may be hosted on a software-as-a-service (SaaS) layer or platform 104. The SaaS platform 105 may be part of a service-oriented architecture, being stacked upon a platform-as-a-service (PaaS) layer 106 which, may be, in turn, stacked upon a infrastructure-as-a-service (IaaS) layer 108 (e.g., in accordance with standards defined by the National Institute of Standards and Technology (NIST)).
While the service(s) 120 are shown in
Further, while the system 100 shown in
Web applications executing on the client machine(s) 110 may access the various service(s) 120 via the web interface supported by the web server 116. Similarly, native applications executing on the client machine(s) 110 may accesses the various services and functions provided by the service(s) 120 via the programmatic interface provided by the API server 114. For example, the third-party applications may, utilizing information retrieved from the networked system 102, support one or more features or functions on a website hosted by the third party. The third-party website may, for example, provide one or more promotional, marketplace or payment functions that are integrated into or supported by relevant applications of the networked system 102.
The service(s) 120 may be hosted on dedicated or shared server machines (not shown) that are communicatively coupled to enable communications between server machines. The service(s) 120 themselves are communicatively coupled (e.g., via appropriate interfaces) to each other and to various data sources, so as to allow information to be passed between the service(s) 120 and so as to allow the service(s) 120 to share and access common data. The service(s) 120 may furthermore access one or more databases 126 via the database servers 124. In example embodiments, various data items are stored in the database(s) 126, such as data 128, including goals data items and/or compensation data items described herein. In example embodiments, the data 128 includes one or more data items or metadata items that are viewable and/or editable via one or more user interfaces described herein. The data 128 may include data items that are interrelated, connected, or interlinked, to, for example, provide connections between goals (and/or performances) of employees and objectives of an organization, as described in more detail herein.
Navigation of the networked system 102 may be facilitated by one or more navigation applications. For example, a search application (as an example of a navigation application) may enable keyword searches of data items included in the one or more database(s) 126 associated with the networked system 102. Various other navigation applications may be provided to supplement the search and browsing applications.
A 1:1 module 202 is configured to provide one or more tools to one or more types of users for managing 1:1s, as described in more detail herein. An updates module 204 is configured to provide one or more tools to one or more types of users for managing updates, as described in more detail herein. A feedback module 206 is configured to provide one or more tools to one or more types of users for managing feedback, as described in more detail herein.
In example embodiments, the 1:1 module 202 comprises instructions that when executed cause the system to generate user interfaces and functions for managing one-to-one meetings between participants. This includes generating user interfaces for creating meeting agendas, accessing prior meeting information, taking meeting notes, and integrating with calendar systems. The 1:1 module interacts with the database(s) 126 to store and retrieve information related to meetings. The automation module 210 works in conjunction with the 1:1 module 202 to provide suggested agenda items, reminders, and other automated features to enhance one-to-one meeting management.
The updates module 204 comprises instructions that when executed cause the system to generate user interfaces and functions for managing status updates. This includes interfaces for creating update templates, publishing updates, reviewing updates from team members, and accessing update analytics. The updates module leverages the connection module 208 to interlink update data with user goals and profiles from the database(s) 126. The automation module 210 works with the updates module 204 to suggest update questions and provide natural language processing to interpret update content.
The feedback module 206 comprises instructions that when executed cause the system to generate user interfaces and functions for managing group feedback. This includes interfaces for giving and requesting feedback, configuring feedback settings, and accessing feedback reports and summaries. The feedback module utilizes the connection module 208 to interlink feedback data with user profile information from the database(s) 126. The automation module 210 works with the feedback module 206 to provide automated nudges, reminders, and moderation to streamline the collection and dissemination of impactful group feedback.
A connection module 208 is configured to connect, link, or interrelate data items pertaining to 1:1s, updates, feedback, goals, or compensation with data items pertaining to objectives of the organization, as described in more detail herein. A goals module (not shown) is configured to provide users with access to goals services, including services for setting goals, integrating goals with external systems (e.g., Salesforce, Slack, and/or Microsoft Teams), acting on goal progress data in real time to keep an organization on track against key objectives, and/or increase employee engagement by connecting success of employees to success of the organization, as described in more detail herein. A compensation module (not shown) is configured to provide users with access to compensation services, including streamlining setup, launch, and tracking workflows to seamlessly include performance data in a compensation review process in a secure, centralized hub; connecting performance and compensation, including creating compensation guidelines and performance ratings, compensation ratios, and so on, to empower clarity and consistency across an organization; making compensation decisions more transparent and equitable by helping users provide context about specific recommendations and actions; and providing more transparency for users by closing out compensation reviewing, sharing outcomes with managers in just a few clicks, and generating compensation communications so that everyone can understand exactly how their compensation package is changing, as described in more detail herein.
An automation module 210 is configured to automate various tasks, such as, for example, providing various suggestions, as described herein. In example embodiments, some automation may be used in machine learning. For example, a machine-learning model may be trained to output a value (e.g., a time period, cadence, and so on) that optimizes the performance of the organization with respect to one or more objectives. The inputs to the machine-learning model may include one or more relevant data items (e.g., from data 128). The machine-learning model may then be applied to generate the value based on novel input data.
A dynamic graphical user interface (GUI) module 212 is configured to provide one or more specialized graphical user interfaces, as described herein, to, for example, allow users to manage and/or link data pertaining to goals, compensation, and/or OKRs. In example embodiments, the one or more specialized user interfaces and/or elements included in the one or more specialized user interfaces, and/or combinations thereof, are asserted to be unconventional. Additionally, the one or more specialized user interfaces described include one or more features that specially adapt the one or more specialized user interfaces for devices with small screens, such as mobile phones or other mobile devices.
The administrative services described herein, including those related to managing one-to-one meetings, managing group feedback, and managing status updates, can utilize machine learning techniques to further enhance the functionality and automation provided. Some non-limiting examples are provided below.
For managing one-to-one meetings, machine learning can be used to train models to automatically suggest relevant talking points based on analysis of user profiles and past meetings. For example, a recurrent neural network model can be trained on past meeting data to identify patterns and generate talking point suggestions. The training data can be preprocessed by extracting keywords, topics, and entities from meeting transcripts, profiles, and materials using natural language processing. The model can then learn to correlate these features with effective talking points. A machine learning model can be trained to predict how effective a scheduled one-to-one meeting will be based on analysis of participant profiles, personalities, past meetings, and meeting details. This allows for proactively optimizing meetings. A natural language processing model can be trained to listen to one-to-one meeting recordings and automatically generate notes, summaries, and action items. This automates post-meeting documentation.
For managing group feedback, machine learning can be used to automatically moderate and filter feedback. For example, a convolutional neural network model can be trained to classify feedback comments as constructive, unconstructive, off-topic, etc. The training data can consist of labeled example comments. Text embedding and other natural language processing can be used to extract semantic features from the comments during preprocessing. The model can then learn to classify new feedback comments based on the extracted features. Machine learning techniques can be used to analyze feedback comments to identify sentiment (positive, negative, neutral) and highlight portions that are especially constructive or unconstructive. Based on analysis of performance data and reviews, a machine learning model can be trained to generate suggested feedback comments for managers to give their reports. This helps managers provide meaningful, data-driven feedback.
For managing status updates, machine learning can be used to automatically suggest relevant questions to include based on previous updates. For example, a transformer neural network model can be trained to generate suggested update questions using a sequence-to-sequence approach. The training data can consist of past update questions and answers. During preprocessing, the questions and answers can be encoded into vector representations using embedding techniques. The model can then learn to correlate certain questions and answers to generate relevant suggestions for future updates. Machine learning can forecast an employee's likelihood of completing goals and tasks by analyzing past updates, productivity patterns, and other data sources. Managers can use this to proactively identify issues. A model can be trained to determine optimal timing and frequency for status update reminders based on analysis of past reminder effectiveness data. The system can then automatically send reminders optimized for each user.
In addition to machine learning techniques, large language models can also be leveraged to enhance the automation and intelligence of the administrative services for managing one-to-one meetings, group feedback, or status updates. Some non-limiting examples are provided below.
For managing one-to-one meetings, a large language model such as GPT-3 can be utilized to generate suggested talking points and relevant materials to review before a meeting. The language model can analyze the profiles and context for the meeting participants and apply its knowledge of effective one-on-one discussions to provide personalized recommendations optimized for those individuals.
For managing group feedback, a large language model can moderate and summarize feedback conversations. The model can identify and extract actionable insights from a large volume of feedback comments. It can also generate summaries highlighting the most constructive feedback and relevant themes. This enables managers to more efficiently digest and respond to group feedback.
For status updates, a large language model can be used to compose and enhance update questions and answers. For example, the model can rephrase or expand on update questions provided by managers to make them clearer and more thoughtful. The model can also assist employees in writing update answers by generating suggestions for describing progress, challenges, goals, and other details.
Such models can be fine-tuned on organization-specific data to enhance their effectiveness and alignment with company values and culture.
In example embodiments, machine learning techniques are used to automate suggestions for one-to-one meeting talking points, identify optimal timing for reminders, and/or analyze participation metrics.
For example, for generating suggested talking points, a recurrent neural network (RNN) or other artificial intelligence model can be trained on historical transcripts, agendas, and/or participant profiles from past one-to-one meetings. A corpus of training data is constructed by extracting keywords, topics, entities, and metadata from historical meeting data using natural language processing techniques like latent semantic analysis. The RNN may be configured as a sequence-to-sequence model with encoder and decoder sub-networks. The encoder network embeds the extracted features from the training data into a vector representation. The decoder network is trained to predict optimal talking points by correlating embedded features to effective past talking points. Over multiple training iterations, the model parameters are updated to minimize a loss function using backpropagation. The trained RNN model can then take new participant profiles and meeting context as inputs and output personalized suggested talking points for a future meeting.
For determining optimal timing for reminders, a regression model may be trained on historical data of reminder times and user engagement metrics like attendance rates. A regression algorithm such as Lasso regularization is used due to its ability to prevent overfitting. User data like demographics, time zone, past attendance, and/or calendar attributes are extracted as training features. The model learns to correlate these features with optimal reminder times that maximize engagement. The trained model can then predict appropriate reminder times for new users and meetings.
Participation metrics are computed by applying decision tree models. Historical meeting data is labeled with different participation criteria such as adding content, reviewing content, reactions, etc. Decision trees are trained on this labeled data to create models that can classify new user actions as satisfying particular participation criteria. The trained trees output participation classifications that are counted and aggregated for metrics.
The modules work in concert to provide cohesive and intelligent administrative services, with the connection module 208 linking data across modules and the automation module 210 enhancing each module with automated features. The modules are configured to leverage historical data and user context to provide personalized and relevant experiences.
In example embodiments, purpose-built unconventional GUIs and services are provided that facilitate 1:1 meeting management for the digital workplace, providing technological solutions to technological problems, including those related to tracking 1:1s across systems.
In example embodiments, the described modules provide the ability for both employees in a 1:1 meeting to collaborate on a shared agenda and add talking points. This provides for shared participation. In example embodiments, the described modules provide integrations with external calendar systems, like Google Calendar and Outlook, to automatically update meeting times. This keeps the platform synchronized. In example embodiments, the described modules provide mobile access to 1:1 agendas for managing meetings on-the-go. This improves accessibility. In example embodiments, the described modules provide context panels that surface relevant employee data like goals, feedback, and updates to inform 1:1 discussions. This provides insights. In example embodiments, the described modules generate recommended talking points to nudge managers to have better quality 1:1s. This drives engagement. In example embodiments, the described modules provide reporting dashboards to track 1:1 frequency and participation. This enables oversight.
In example embodiments, The feedback module 206 enables flexibility in how feedback is collected, including, for example:
Recurring automated feedback requests using the automation module 210 to send nudges on a schedule. Requests can be sent via email, Slack, etc.
Integration with third-party apps via APIs to initiate feedback requests from tools like HR systems, project management apps, code repositories, etc. The connection module 208 handles these integrations.
External feedback collection from people outside the organization by allowing requesters to input email addresses. The feedback module 206 generates a private link to a feedback form.
Public feedback shared company-wide through integrations like Slack. The connection module 208 shares public feedback to designated public channels.
Private, anonymous, and manager-only feedback options to allow confidential feedback. The feedback module 206 controls visibility settings.
Notes to self as private reminders about others. The feedback module 206 stores notes privately.
The feedback module 206 allows configuring, for example:
Permitted feedback types like public, private, manager-only. The dynamic GUI module 212 controls visibility options displayed.
Values-based feedback by defining company values. The values are stored in the database(s) 126 and attached to feedback.
External feedback permissions for employees to request external party feedback. The feedback module 206 gates external feedback abilities.
Feedback nudges to managers using the automation module 210 to send reminder notifications on a schedule. The dynamic GUI module 212 displays nudges.
Feedback visibility like allowing employees to make feedback anonymous or private. The feedback module 206 controls visibility.
Integration with performance data may include, for example:
Feedback summaries, highlights, and values analysis integrated into performance reviews and displayed via the dynamic GUI module 212.
Feedback details shown in context panels in review and goal UIs, powered by the connection module 208 linking data.
Relevant feedback automatically added as talking points in 1:1 meetings using the connection module 208.
Feedback trends and analysis provided in performance reporting using data stored in the database(s) 126.
Automated feedback features may include, for example:
Automated feedback moderation by the automation module 210 to detect inappropriate comments using natural language processing and sentiment analysis.
Feedback nudges sent by the automation module 210 when managers have not submitted feedback in a certain timeframe.
Automated reminders from the automation module 210 to complete pending feedback requests. Reminders sent via email, Slack, etc.
Digest summaries of feedback compiled automatically by the automation module 210 using natural language processing.
Analytics and reporting may include, for example:
Feedback adoption tracking and metrics visualized in the dynamic GUI module 212, powered by data in the database(s) 126.
Feedback reporting for admins and managers via dynamic GUIs showing volume, frequency, values, etc.
Exporting filtered feedback data in customizable reports by leveraging export capabilities of the database(s) 126.
Public praise wall slideshow visualization via the dynamic GUI module 212 displaying recent public feedback.
In example embodiments, the updates module 204 is configured to generate user interfaces and/or functions for managing status updates. This may include, for example:
An updates summary window that displays a limited list of the most relevant update management functions that were determined based on tracked usage patterns. The limited list provides quick access to the most used features.
In response to selections, displaying corresponding management windows related to the selected function, including a view updates window, create update window, analytics window, and assignments window.
An updates configuration window with options to customize update questions, frequency, reminders, and visibility settings.
Enabling employees to select update visibility as private or public for each update via a detailed visibility selection interface.
Tracking usage data of update functions, analyzing the frequency of use, and dynamically updating the limited list to reflect changes over time.
A machine learning model that analyzes past update data to predict optimal reminder timing for maximizing update completion rates.
The connection module 208 links update data to user profiles and goals.
The automation module 210 suggests update questions using natural language processing to interpret past update content.
The GUI module 212 generates specialized interfaces like the updates summary window and management windows.
In example embodiments, a method of implementing administrative services for managing one-to-one meetings is disclosed. A plurality of entities along a first axis and a plurality of times along a second axis are caused to be displayed in a graphical user interface (GUI). A selection of a first entity and a first time is received. responsive to the selection, an event window is caused to be displayed in the GUI. The event window is overlaid on the plurality of entities and plurality of times. The event window includes an entry field that allows an event organizer or an event participant to add content to the event window, a context panel that displays data relevant to the event participant, and a participation metrics panel. Content entries made by the event organizer or the event participant are received through the entry field. The content entries are displayed in the event window. Participation data is tracked based on the content entries. The participation data is displayed in the participation metrics panel. The event window is synchronized with an external application and changes made in the external application are automatically reflected in the event window.
In example embodiments, a method of implementing administrative services for managing group feedback is disclosed. A selection of a feedback visibility setting for a feedback message from a plurality of predefined feedback visibility settings is received via a give feedback tab of a user interface. The feedback message and a selection of one or more recipients are received via the give feedback tab. The feedback message is sent to the selected one or more recipients based on the selected feedback visibility setting. A request for feedback and a selection of one or more feedback providers are received via a request feedback tab of the user interface. The request for feedback is sent to the selected one or more feedback providers. Received feedback responses linked to a user profile of the feedback requestor are stored.
In example embodiments, a method of implementing administrative services for managing status updates is disclosed. A method of implementing administrative services for managing status updates is disclosed. A status update configuration window is provided on a graphical user interface. The status update configuration window comprises a plurality of update settings for configuring recurring status updates. A selection of update settings is received in the status update configuration window comprising an update frequency, a set of update questions, and a schedule for update reminders. The selected update settings are stored as an update template. An update summary window is caused to be displayed concurrently with the status update configuration window. The update summary window comprises a limited list of one or more selectable update management functions. A selection of an update management function is received from the update summary window. In response to the selection, information related to the selected update management function is caused to be displayed in an update management window while concurrently the update summary window is concurrently caused to be displayed.
In example embodiments, one or more of the described modules may comprise one or more corresponding administration services.
A one-to-one meeting service may be configured to, for example:
An updates management service may be configured to, for example:
A feedback management service may be configured to, for example:
In example embodiments, the 1:1 module includes meeting data storage and retrieval functions to save and access meeting agendas, notes, and information. This may involve interfaces to the database(s).
Synchronization algorithms and API integrations may be used by the 1:1 module to enable real-time syncing with external calendar systems.
Participation tracking in the 1:1 module may use programming logic to detect interactions, apply criteria, and increment metrics. Storage may be used for storing metrics data.
Generating the context panel view may involve data connectivity between the 1:1 module and the profiles database to retrieve relevant participant data on-demand. Related data extraction algorithms may be used.
The updates module may use data storage for update templates and published updates, as well as tracking of usage analytics. API integration for update publishing may be used.
NLP algorithms may be used in the updates module to interpret update text and suggest questions. Additional analytics algorithms may generate insights.
The feedback module may apply security logic to control the visibility settings of feedback and/or store feedback in the database(s) with appropriate access controls.
Automated moderation of feedback via NLP sentiment analysis and rules engines may be implemented in the feedback module.
The connection module may use identifiers, indexes, links, and/or other relational data constructs to interrelate data across modules, as well as API integrations (e.g., to enable data access).
In example embodiments, specialized interfaces for each administrative service, in conjunction with the supporting modules, focus on surfacing the most relevant information and actions for users. This improves efficiency and reduces complexity compared to conventional interfaces for such administrative tasks.
In example embodiments, the specialized interfaces for each administrative service, in conjunction with the supporting modules, focus on surfacing the most relevant information and actions for users. This improves efficiency and reduces complexity compared to conventional interfaces for such administrative tasks.
In example embodiments, the 1:1 module 202 generates an interactive meeting window overlay that participants can jointly edit and that synchronizes across devices in real-time. This provides a persistent, shared space for meeting management.
The meeting window includes specialized elements like the participation metrics panel, context panel, and entry field for adding agenda items that focus the interface on useful meeting actions.
The automation module 210 suggests talking points using machine learning trained on past meeting data to identify patterns. This keeps the meeting agenda targeted.
The GUI module 212 enables the overlay interface that can be accessed directly from a calendar view for easy meeting management without changing contexts.
Together this provides a specialized 1:1 management interface optimized for entering agenda items, tracking participation, and keeping discussions productive.
In example embodiments, the feedback module 206 provides an interface for exchanging private, public, and external feedback.
Customized visibility options are displayed when giving feedback, ensuring employees understand sharing permissions.
The connection module 208 links feedback to user profiles and company values, providing context for giving meaningful feedback.
Automation features like nudges and moderation streamline the feedback process and highlight important events like new hires.
The specialized interface focuses on relevant aspects of collecting feedback, while automation handles administrative burdens.
In example embodiments, the updates module 204 generates the updates summary window with quick access to the most relevant management functions based on tracked usage.
In response to selections, tailored management windows are displayed while persistently showing the summary window.
The updates configuration window centralizes options for customizing updates.
The GUI module 212 adapts the interfaces to focus on key update tasks while hiding unnecessary complexity.
Automation features like suggested questions and optimal reminders further simplify update management.
The specialized interfaces and automation together provide easy access to update features and reduce the burden of status updates.
In example embodiments, the one-to-one administration services comprise storing meeting data including agendas, notes, and participant information; synchronizing meeting times with external calendar systems, classifying participant interactions as meeting participation and/or incrementing participation metrics based on criteria, and/or retrieving and/or correlating participant profile data to generate context information for display.
One or more one-to-one administration services may be further configured to analyze past meeting data to generate suggested talking points for a future meeting, detect visual review of meeting content and increment participation metrics responsive to detected visual review, generate transcripts of meeting recordings and identify action items using natural language processing, automatically reschedule meetings based on analysis of participation metrics, retrieve and/or correlate organizational hierarchy data to determine meeting participants, calculate participation metrics based on the classified participant interactions, and/or perform other operations as described herein.
One or more updates administration services may be configured to store update templates and/or published updates, track usage of update features, suggest update questions based on analysis of past updates, generate insights on updates using analytics algorithms, display a limited list of selectable update management functions, interpret sentiment of update text entries, optimize timing of update reminders using a machine learning model, control employee access to updates based on administrator-defined permissions, predict employee retention risk based on analysis of updates, and/or publish updates to external systems via application programming interfaces, and/or perform other operations as described herein.
One or more feedback administration services may be configured to store feedback data along with access control rules, moderate feedback using natural language processing and rules engines; a visibility control module configured to define feedback visibility settings based on administrator-configured logic, generate automated reminders for providing feedback based on administrator-defined schedules, detect inappropriate language in feedback text entries using machine learning models, receive feedback from external systems via application programming interfaces, extract company values from feedback text entries using natural language processing, quantify feedback sentiment trends using machine learning classifiers, and/or restrict feedback visibility based on organizational hierarchies extracted from employee profile data, and/or perform other operations as described herein.
The 1:1s module comprises a tool that allows managers and employees to collaborate on a shared agenda for their meetings. The first step to having a productive meeting is creating an agenda and ensuring internal stakeholders are aligned. With the 1:1s tool, employees can connect either their Google or Outlook calendars to the system to always have insight into when the next 1:1 is (even if the time changes).
In example embodiments, aside from the individuals in the 1:1 relationship, the 1:1 content will only be visible to Super Admins and those granted a custom role “1:1s” permission.
After the Admin has configured the custom role, specific permissions can be granted to “1:1s.”
The permission that can be granted for 1:1s in
What does this Permission Look Like to the Custom Role?
The employee that is given this custom role will see an “Admin” page at the bottom of their discovery navigation. By clicking on the “Admin” page, they will see a “1:1s” section.
In example embodiments, these permissions only apply to the subset of employees that the Admin has selected for the role owner. The role member(s) will not have access to the private information of other employees that fall outside of this subset.
Throughout the week, both the manager and employee can go into the tool and add agenda items to be discussed. Often meetings can feel manager-dominated, but the 1:1s tool gives employees equal ownership over their meetings. Once the agenda is set, the system will send both employees a notification 2 hours before the meeting with the agenda so they can come better prepared for the meeting. Once the meeting starts, both employees can add notes to track what was discussed and any takeaways.
You can also manage these 1:1s on our mobile app. With this app, you can:
To access all of these great features, download the app and log in to your system account by typing your team domain!
The system allows you to enable 1:1s for your entire organization or a smaller group of users. The system provides the flexibility you need to help facilitate a phased rollout of the tool if you choose to do so.
In example embodiments, the activation settings will make the 1:1 tool visible to your employees. 1:1s will still need to be manually set by either a manager, report, or indirect employee.
In example embodiments, the activation settings will make the 1:1 tool visible to your employees. 1:1s will still need to be manually set by either a manager, report, or indirect employee.
Adjusting your Activation Settings
The following are steps to adjust activation settings
Company development 1:1 templates enable admins to guide and provide resources to managers in how they facilitate developmental conversations. Activating a company development 1:1 template allows managers to apply the templates to specific one-off 1:1s with their direct reports.
The following 1:1 templates are available to activate:
In example embodiments, company development 1:1 templates are distinct from company recurring talking points and agenda 1:1 templates, which only apply recurring talking points to 1:1s. Company development 1:1 templates can only be added to single 1:1s.
The following are steps to activate company development 1:1 templates:
Once company development 1:1 templates have been activated, an account admin can deactivate the template at any time to prevent managers from using the template during developmental conversations.
The following are steps to deactivate company development 1:1 templates:
Admins can create non-recurring 1:1 templates for managers at their company to apply to any of their 1:1s.
In example embodiments:
The following are steps to create a company 1:1 template:
In example embodiments, if Grow is enabled, selecting the Career Development template will make the template available to managers when planning development 1:1s with their direct reports. Admins can edit non-recurring 1:1 templates for managers at their company to apply to any of their 1:1s.
In example embodiments.
The following are steps to edit a company 1:1 template:
Admins can duplicate and edit Grow development 1:1 templates for managers at their company to apply to any of their development 1:1s. Grow development 1:1 templates cannot be edited. However, development templates can be duplicated, edited, and then published.
In example embodiments:
The following are steps to duplicate a company 1:1 template:
An admin may want to add recurring talking points in 1:1s to create consistency, alignment, and transparency between employees and managers during 1:1s.
The following are steps to set up company-wide talking points:
Each user will add their own talking points and check off any completed items; however, recurring agenda items will appear in every 1:1.
In example embodiments, company-wide talking points will populate into active meetings between managers and direct reports. These talking points will not populate in meetings that are not between a manager and their direct report. Company-wide talking points will appear in meetings when added in real time. Suppose employees interact with these talking points in any way (clicking, adding text, etc.), and the talking points are later removed from the admin section. In that case, they will remain in that individual meeting where they were interacted with. Only the manager in the relationship can remove these talking points.
As an admin, you can delete past 1:1s for every user in the organization.
In example embodiments:
The following are steps to delete a 1:1 agenda:
Admins have visibility into the analytics for their organization's 1:1 meetings to ensure that managers and direct reports utilize the tool to keep up with employee progress and workplace challenges.
Who can see the 1:1 log?
The 1:1s log lists individual 1:1 meetings between all participants within the organization, including non-manager relationships.
The following information is available in the 1:1s tab:
To take a deeper dive into your data, you can use the following in the 1:1s tab:
The following actions are also available in the 1:1s tab:
The Individuals tab is where you can see meeting frequency, date of the next meeting, and participation rate for manager-employee relationships.
The following information is available on the Individuals tab:
The participation rate shows how many meetings have met the criteria below compared to the total amount of 1:1s that have been scheduled between direct report and manager:
To take a deeper dive into your data, you can use the following:
You can export your data as a CSV which will include participants and owners, meeting frequency, next meeting date, participation rate, and participation and total meeting count.
Admins have visibility into the analytics for their organization's 1:1 meetings to ensure that managers and direct reports utilize the tool to keep up with employee progress and workplace challenges.
The following user types can see the 1:1 Adoption page:
The 1:1s adoption page will give you a high-level overview of how employees use and engage with the 1:1 tool.
To get started, navigate to Admin>Analytics>Adoption>1:1s.
The participated metric can be seen in the graph at the top of the Adoption page. The Participated metric indicates the number of 1:1s held between an employee and their manager. Note that non-employee manager relationships will not count towards the participated metric.
If one of the following criteria is true, a 1:1 will count as participated:
The Delta metric compares the change between the previous date range interval and the current date range interval. For example, if you view the last 90 days, the delta is the difference between the metric 180-90 days ago compared to the metric from the last 90 days. If you change the date range to 30 days or 365, it's the same behavior. If your graph is set on All Time, no delta is shown.
The table view will adjust based on the group-by filter (department, individual, manager, etc.). The view includes the following:
Within the CSV import, there is an additional metric to track: Total Users Count, the total number of people that belong to the group.
Grouping and Filtering Your Data: Adjusting Groups within the Participated Graph
When viewing the graphs, you can add more groups by clicking on the + sign (the system defaults to the first eight options).
You can make groups visible or invisible on the graph by clicking on the grouping name.
Here's more detail on groupings and time range.
The 1:1s tool allows both managers and employees to collaborate on a shared agenda for their in-person meetings. The 1:1 meeting is an opportunity to develop employees' skills and gives the employee a chance to discuss workplace challenges.
The first step to using the system 1:1s is to set up a meeting with your direct report.
To enter a 1:1 agenda for your direct report, navigate to People>My team>1:1s>Select a direct report.
All 1:1 participants can add talking points to an agenda, including the direct report. To add your own talking points to the agenda, under Agenda, click into Add talking point, add your item, and click Add.
If you need inspiration, you can navigate through and select a system recommended talking point. To add a recommended talking point, navigate under Recommended for you, shuffle through recommendations, and select Add to agenda.
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.
When you view each direct report's 1:1, you will also see a context panel on the screen's right-hand side. Here, you will be able to view all past activity for your direct report. Please note: This activity will vary depending on the tools you and your admin have enabled for your direct report.
The following information may be found in the 1:1 context panel:
The context panel can be hidden by clicking the arrow on its left-hand side.
Two hours before the 1:1 meeting, both the manager and the direct report will get an email outlining what's on the agenda so that they can prepare for the meeting.
During the meeting, you can check off, comment on, and add additional talking points. After the meeting concludes, the manager will receive an email asking them to check off which items were discussed, push items that weren't covered to the next meeting, and record any 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 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.
You can view past 1:1 agendas with your direct report by selecting the calendar icon and choosing a date from the dropdown.
After the 1:1s tool has been enabled for your organization by your admin, managers can select to turn on or off 1:1s for their direct reports. To turn on a 1:1 relationship for your direct report, please refer to the following steps:
As a system user, you may have multiple 1:1 relationships. To quickly navigate between your 1:1s, please follow the step below:
In the system, you can have a 1:1 with anyone in your company. Inevitably, some people will cease to meet as work relationships change, someone leaves the company, or two people choose to stop meeting. However, you may want to reference talking points and notes that you have had from your prior 1:1s. The good news is you will still be able to!
Once a 1:1 becomes inactive, it will be visible in the Inactive section on your 1:1s page. You can select View beside the desired 1:1 relationship and have visibility into past meetings.
Employees can create customized agenda templates for agenda items they'd like to discuss regularly in their 1:1 relationships. As a manager, 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.
Managers can create agenda templates in two ways:
Non-managers can create agenda templates in their 1:1s but will not be able to edit an agenda template their manager has created.
An employee will only be able to edit the agenda templates that they have created.
Only the creator of the template will be able to view the employees the template is shared with; the direct report cannot view who the template is shared with.
Note: These steps will only be accessible if you already have created a 1:1 relationship.
If you'd like to assign templates, first create a relationship and then follow these steps to Create an agenda template for an individual:
The following are steps to create an agenda template for an individual:
Note: The Custom template is made up of previously added recurring 1:1 talking points for that specific 1:1 relationship. If you'd like to add additional talking points to the Custom template, add additional recurring talking points and select Create as template.
Managers can update or delete their 1:1 agenda templates. Changes made to templates will impact all future 1:1s where the template is assigned.
Note: Edits cannot be made based on individual 1:1 relationships. To adjust the agenda template for one relationship only, you will need to create a new agenda template.
The following are steps to edit or delete an agenda template for a team:
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.
The following are steps to add talking points to multiple 1:1s:
Once a company 1:1 template has been created by an admin, managers can apply the company template to individual 1:1 relationships with their direct report.
In example embodiments:
The following are steps to apply a template to a 1:1 agenda:
Post-review 1:1s enable managers to facilitate productive and meaningful conversations about performance with their direct reports. If your account admin has activated 1:1 company templates, managers can apply a post-review template to make these conversations more impactful.
As a manager, there are two ways to plan a post-review 1:1:
Before you start:
The following are steps to create a post-review from the 1:1s tool:
Post-review 1:1s enable managers to facilitate productive and meaningful conversations about performance with their direct reports. If your account admin has activated 1:1 company templates, managers can apply a post-review template to make these conversations more impactful.
As a manager, there are two ways to plan a post-review 1:1:
Before You Start:
Recommended talking points nudge managers with questions to add to their 1:1 conversations that are made specifically to identify what matters to employees, understand their problems or concerns, and support them more effectively. The recommendations are drawn from a proven list of questions and conversation-starters to drive alignment and engagement.
In example embodiments, recommended talking points can only be used for manager/direct report relationships. Direct reports can view their own recommended talking points.
The following are steps to turn on and use recommended talking points:
When you navigate to your 1:1 for your direct report, you will see the recommended talking points.
The recommended talking points inspire managers with optional questions to add to their 1:1s. These questions may be drawn from content in a system library. In example embodiments, these questions may be gathered and vetted by HR experts and researchers in organizational behavior. Others have come from business and people leaders who publish their content publicly, explicitly identifying what matters to employees, understanding their problems or concerns, and supporting them more effectively.
The following are examples of recommended talking points for a Manager:
The following are examples of career development talking points:
The following are examples of recommended job satisfaction talking points:
The following are examples of other talking points:
The following are examples of team and company talking points:
The following are examples of work-life talking points:
1:1 participants have the ability to disable any 1:1 relationship they created. Disabling a relationship will allow you to keep your notes and restore any content if you decide to re-enable the relationship.
Ending a 1:1 relationship will not delete agendas or meeting notes. To permanently delete an agenda, users may be required to reach out to a system admin.
The following are steps to disable a 1:1:
Disabled 1:1s can be viewed under the Inactive 1:1s section. Agenda items and meeting notes will be restored if the 1:1 relationship is reactivated.
When an employee changes managers in the system, the 1:1 relationship with the former manager will move to an Inactive relationship. The former direct report can view their inactive 1:1 by clicking into Plan 1:1s from their Home page.
The new manager will not have visibility into past 1:1 is meetings of their new direct report.
The system's Google Calendar integration will automatically update the system when rescheduling or canceling your 1:1 event within Google Calendar. The system will automatically schedule the next 1:1 for the next scheduled meeting.
Before you start Google Calendar integration, take note of the following:
The following are steps to integrate Google Calendar with the system:
The system allows you to sync your 1:1 relationships with your Outlook calendar. The system's Outlook Calendar integration will automatically update the system when rescheduling or canceling your event within Outlook.
Before you start Outlook Calendar integration, take note that the Outlook integration is a one-way integration with the system. The system will use Outlook as the source of truth for 1:1 scheduling but will not add notes or create an event within Outlook.
The following must be met for the integration to be successful:
The following are steps to connect a calendar to Outlook:
Participants can join Zoom from the agenda as long as the link is found in the Location field in Outlook.
Please note: Join Zoom will not show up in the system if the Zoom link is only available in the invite description. In example embodiments, the system only supports Zoom meetings without any location/conference room added. Otherwise, you may encounter a Meeting ID error when joining.
Once you have synced your Outlook calendar with the system, every time you change the event on your calendar, the system will be automatically updated.
Once your 1:1 has passed on your calendar, the system 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.
To disconnect Outlook from the system, navigate to your 1:1>Settings>Disconnect from calendar event.
Once you disconnect, you have the ability to reconnect by following the steps above.
You may want to change the event that your 1:1 in the system is connected to. To do this, you will need to disconnect your calendar event for that direct report and then reconnect to the new event. To disconnect your calendar, please follow the steps below:
The following are steps for disconnecting your calendar from a 1:1 relationship:
The system makes it easy to sync your 1:1s in the system with the recurring meetings on your Google Apps Calendars. To do so, the system uses the Google Calendar API to request read-only access to calendar data from your Google Apps Account. After integrating your account, whenever you update the timing of a synced event in your calendar, the time will also be updated in the system.
The system uses Google's OAuth authentication flow to acquire API access for individual users.
The Google Calendar API v3 scopes requested are:
With the above access, the system can read a list of calendars and the events on those calendars the user has access to. This includes any calendars shared with the user.
The system does not store any user calendar information except the API keys needed to access the APIs and individual event references that the user has explicitly linked to a 1:1 in the system. The system does not have the ability to create, delete, or make any changes to any events on user calendars.
System users can revoke Lattice's access to calendars at any time in the Googles Apps dashboard.
As a direct report, you may want to schedule 1:1 time to meet with your manager. If your manager has not yet turned on your 1:1s tool, you can follow the steps below to initiate 1:1s.
The following are steps to set up a 1:1 reminder:
The system's 1:1 s are not only for manager-employee relationships. You can set up a 1:1 with any other user in your account. Non-manager 1:1 relationships are a great way to keep up with a mentorship, stay on top of projects, and check in on employee feedback.
Set Up a 1:1 with a Teammate
Managers will not have access to your 1:1 meetings with other participants. Admins can view non-manager relationships from within the 1:1s Log page.
The following are steps for setting up a 1:1 with a teammate:
To view the 1:1 relationship created, navigate to People>My profile>1:1s.
Users can create an ad hoc 1:1 meeting without disrupting the cadence of any current 1:1 relationship or creating a recurring relationship with a participant. Ad hoc meetings allow for 1:1s to occur when needed.
Create an Ad Hoc Meeting from an Existing Relationship
The following are steps for creating an ad hoc meeting from an existing relationship:
Note: The day and time of the ad hoc meeting must be a time in the future.
Create an Ad Hoc Meeting from a Non-Existing Relationship
You can create ad-hoc meetings with employees with whom you do not have a 1:1 relationship. To do so, please follow the following steps:
The second participant will be notified that a relationship was created via email. Directly from this email, the participant can navigate to the agenda and add talking points.
The 1:1s tool allows both managers and employees to collaborate on a shared agenda for their in-person meetings. The 1:1 meeting is an opportunity to develop employees' skills and gives the employee a chance to discuss workplace challenges.
The first step to using 1:1s is to set up a meeting with your manager or have your manager set up the meeting for you.
To enter the 1:1 agenda with your manager, navigate to Home>Plan 1:1s>Select manager—OR—People>My profile>1:1s>Select manager.
All 1:1 participants can add talking points to an agenda, including the direct report.
To add your own talking points to the agenda, under Agenda, click into Add talking point, add your item, and click Add.
If you need inspiration, and if enabled, you can navigate through and select a system-recommended talking point. To add a recommended talking point, navigate under Recommended for you, shuffle through recommendations, and select Add to agenda.
Use the 1:1 context panel to navigate through your most recent update and growth areas and include them as talking points in your agenda. Your manager will have visibility to a similar context panel with your past events within their agenda.
Additionally, you will be able to complete the following actions:
When you enter a 1:1, you will also see a context panel on the right-hand side of the screen. Here, you will be able to view your past activity. This activity is also viewable from your manager's end; however, it will not be visible for 1:1s with non-manager participants.
Please note: This activity will vary depending on the tools that your manager and your admin have enabled for you.
The following sections will be displayed in the 1:1 context panel:
The context panel can be hidden by clicking the arrow on its left-hand side.
Two hours before the 1:1 meeting, both the manager and the direct report will get an email outlining what's on the agenda so that they can prepare for the meeting.
You can check off, comment on, and add additional talking points during the meeting. After the meeting concludes, the manager will receive an email asking them to check off which items were discussed, push items that weren't covered to the next meeting, and record any notes.
Notes can be left as both public and private. Your manager 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 manager can see what you have written in real-time under the [Employee]'s shared notes section.
Action items are tasks that should be followed up on before the next meeting. You can add and assign action items to yourself or your manager.
You can view past 1:1 agendas with your manager by selecting the calendar icon and choosing a date from the dropdown.
Employees can create customized agenda templates that include talking points they'd like to discuss regularly in their 1:1 relationships. Agenda templates are an organized way to add recurring talking points to your 1:1 meetings.
Non-manager agenda templates are set on an individual 1:1 basis.
The following are steps for setting an agenda template:
The custom template comprises any previously added recurring 1:1 talking points for that specific 1:1 relationship. If you would like to add to the agenda, add additional talking points and select Create as a template. This will create an additional agenda template.
Please note: the second participant may have already selected a template for your 1:1. You will have the option to choose a different agenda; however, you will be unable to edit or add to their template.
To select a different agenda, use the dropdown to select an agenda you created from the list.
To create a new template, add new talking points and click Create as a template. Name and assign your template to the desired participants.
The system's mobile app focuses on the 1:1 experience, giving both managers and employees the ability to document 1:1s on the go and away from the computer.
Within the system's mobile app, you can view your 1:1 relationships within the following pages:
If you view the profile of a colleague that you're in a 1:1 relationship with, you'll see a link to your next upcoming 1:1.
Navigating through the 1:1 agenda will allow you to do the following:
Private notes are only visible to yourself, not your manager or admin, so feel free to jot down anything personal but important to discuss in that field. Shared notes are visible to the 1:1 participants and admin.
To view past 1:1s from the agenda: Click the grey arrows (< >) at the bottom of the screen to navigate through past agendas.—OR—Select the ellipsis ( . . . ) next to the meeting date>Past 1:1s.
Managers can view their direct report's goals while non-managers can view the second participants' public goals.
The following are steps to view the participant's goals:
During a 1:1 meeting, you can:
The system's Slack app helps streamline the 1:1 process by allowing users to add talking points directly from Slack. The system makes it easy to maintain your agenda without having to leave one of the tools you use most.
An admin must first integrate the Slack app with your company Slack instance.
There are two places in Slack you can access the app:
Note: The system's app will not appear under Apps until you receive your first system notification.
The Slack app allows you to add conversations from any channel or direct message directly to your 1:1 agenda as a talking point.
Please note the following when adding talking points from Slack:
The following are steps to add talking points via the system's Slack Bot:
The following are steps to add talking points via message action in any Slack channel or direct message:
When conducting 1:1s, there are often follow-up tasks that come about as a result of the meeting. The action items section allows users to keep track of these tasks within the 1:1 without leaving the system.
Action items can be managed in the 1:1 agenda above the shared notes section.
Action items assigned to you can also be found within the 1:1 tab in your system toolkit.
To view your action items navigate to People>Your profile>1:1s>My action items.
The following are steps to add an action item:
Note: Due dates are “soft” deadlines. The 1:1 reminders will include assigned action items and their respective due dates.
When adding action items, they will default to be assigned to the creator. You can tell who is assigned the action item by viewing the avatar to the right.
To reassign the action item, click on the avatar, and it will be assigned to the other person included in the 1:1.
As with talking points, once an action item is completed you can check them off using the box to the left of the task. Action items will carry over from meeting to meeting until they are checked off as complete.
You can complete an action item from the 1:1 agenda or within the 1:1 tab in your system toolkit.
If you don't intend to use action items, you can turn them off. Note, action items need to be disabled on an individual basis.
The following are steps to turn off action items:
Recommended talking points nudge direct reports with suggested questions to add to their 1:1 conversations with their managers. These recommended talking points serve to help direct reports navigate their career by creating more meaningful, productive conversations with managers.
The recommendations are drawn from a proven list of questions and conversation starters to drive alignment and engagement.
Recommended talking points are only available for manager-employee relationships.
The following are steps to turn on and use recommended talking points:
The recommended talking points inspire direct reports with optional questions to add to their 1:1s. These questions may be drawn from content in a system library. The questions may be gathered and vetted by HR experts and researchers in organizational behavior. Others have come from business and people leaders who publish their content publicly, made specifically to identify what matters to employees, understand their problems or concerns, and support them more effectively.
The following are example talking points regarding engagement and morale:
The following are example talking points regarding productivity:
The following are example talking points regarding collaboration and teamwork:
The following are example talking points regarding career growth:
The following are example talking points regarding feedback:
The system allows participants to add updated comments to a 1:1 agenda for discussion. Adding updates to your meeting helps managers digest and respond to status updates and allows employees to discuss roadblocks and become more effective.
Updates can only be added to agendas for manager-employee relationships.
The following are steps to add updated comments to a 1:1 agenda:
If you're a manager, you can also add questions from your direct reports' updates to your upcoming 1:1 meetings:
The following are steps to add an update comment from the updates tool:
The following are steps to add an update comment from the 1:1 tool:
When you enter your next upcoming 1:1 meeting, you'll see your Update question on the meeting agenda.
Like other talking points, the Update talking point can be re-ordered in the agenda by clicking and dragging the six dots to the left up or down and marked complete by checking the box.
Update talking points can only be deleted from the agenda by the person who added them.
If an update answer is edited, that edit will be reflected in the 1:1 with (edited) appearing after the update talking point.
If you try to delete an update containing a question that has been added as a talking point, the system will:
Growth areas are collaborative spaces for managers and their direct reports designed to facilitate career development.
The following are steps to view and update growth areas:
Once your growth area has been added as a talking point, you and your manager will have the ability to update the growth area directly within the agenda.
The following are steps to add progress to a growth area:
Any updates made will be reflected beneath the Progress heading within your growth area. We display the profile picture of the user that posted the update so you can differentiate between the progress posted by you or your manager.
If there are talking points that you did not get to in your 1:1, you have the ability to roll them over to your next meeting.
In example embodiments:
Any talking points left unchecked during the meeting will roll over to the next agenda. When you go into plan your next 1:1, you will see any items that were not crossed off will be surfaced and easily able to be added to the current agenda.
Select Add to agenda to add the talking point to your agenda.
1:1 participants can adjust the time of their 1:1 meetings at any point during the relationship.
The following are steps to adjust the date and time of a 1:1:
The following are steps to adjust the date and time for all future 1:1s:
If your 1:1 relationship is integrated with your calendar, participants will be able to join the Zoom meeting directly from the 1:1 agenda.
Note: The Zoom link should be listed in the Location field of the calendar event; otherwise you will be unable to join the meeting from within the 1:1 agenda or you will encounter a Meeting ID error.
The following are steps to join Zoom from within a 1:1 agenda:
Once you have navigated to the Notification Center, there are three options for how notifications can be sent when it comes to our 1:1s tool—Slack, Microsoft Teams, and/or email.
Note: Slack and Microsoft Teams notifications are sent via the system's app.1:1s email notifications as follows:
To send these through Slack, Microsoft Teams, or email, you can check on the boxes to the right of 1:1s, as shown below. Make sure to press the blue Save button when you're finished.
When someone has set up a 1:1 in the system, the other participant will receive a message making them aware of the meeting and encouraging them to set talking points. This same message will be sent to managers if one of their direct reports requests a 1:1 meeting with them.
Note: This notification cannot be disabled; however, you can choose your preferred delivery method.
You will get a notification before and after your 1:1:
Note: Post 1:1 notifications will not be sent if the 1:1 is revisited before notifications are sent out.
For a post-meeting notification to be sent out the meeting must contain either:
Individual users have the power to enable or disable pre- and post-meeting notifications. To enable or disable the pre-1:1 reminder or post-1:1 overview notifications, navigate to Account>Manage Settings>Notifications and toggle on/off for each reminder.
Managers will receive the Set up 1:1 is with your new direct report task when a new direct report has been assigned to them. This task can be dismissed without completing the action.
If a manager elects to set up 1:1 is from the task, the system will bring them into the 1:1 set up modal where they can begin to create the 1:1 relationship.
Once you have navigated to the Notification Center, there are a few options for how notifications can be sent when it comes to our 1:1s tool—through Slack, Microsoft Teams, and/or email.
1:1s notifications are sent as follows:
To send these through Slack, Microsoft Teams, or email, you must check on the boxes to the right of 1:1s, as shown in
Slack notifications are sent in a direct message via the system's app, and appear as shown in
The Updates tool allows managers to set up a customized template sent to employees at a cadence of their choosing (weekly, biweekly, or monthly). Employees checking in with their manager weekly are often using the Updates tool as a monthly status report to inform the manager what they are working on and where they could use help.
Updates are an excellent tool for employees and managers who struggle to find time in person. For example, it can help teams with remote employees, traveling employees, or new hires. Employees who check in with their manager monthly are generally using the Updates tool as a mini self-review. It's a way to look back at your performance over the past month and is generally more developmentally based.
For companies that do not have frequent reviews, there can be months when an employee does not receive formalized feedback, and the Updates tool is a great way to gather more feedback. Regardless of the cadence, the system will automate the process. Hence, it runs regularly, and managers will always have the opportunity to provide comments on updates, closing the loop with their employees.
What can Admins do with Updates?
As an admin, you'll view the Update's content and who is using the tool. Additionally, you can provide transparency to your senior leaders by turning on a feature that allows managers of managers to see the updates of their indirect reports. You also can turn on updates for all employees and select the default cadence and questions to drive accountability.
The system allows you to enable Updates for your entire organization or a smaller group of users. The system provides the flexibility you need to help facilitate a phased rollout of the tool if you choose to do so.
The activation settings will make the Updates tool visible to your employees. Updates will still need to be manually set or turned on for each individual by either a manager or admin. If the individual does not have a manager, in the case of a CEO, they will only be able to post public Updates.
As an admin, you will first need to enable the Updates tool for all or a subset of your employees. After this feature is enabled, you will have the additional ability to turn on/off Updates for specific employees. To do this, please refer to the steps below:
The following are steps to turn on updates for individuals:
If you're having trouble figuring out what questions you want to ask your direct reports every week, look no further! Below are suggested questions you may use to set up your update questions with your direct reports.
In the Updates Settings page, admins can manage the Updates tool for their organization. On this page, admins can accomplish the following tasks:
To access this page, head to the Admin page>Updates>Settings.
If the employee sentiment score is toggled on, alongside the usual update questions, every user will be asked to rate “How are you feeling this week?” on a scale from 1-5. Employees can also add context to their rating by clicking the Share more button.
Turning on public updates allows users to choose whether their update will be seen by just their manager or publicly by the whole company.
Note: Generally, smaller companies use public updates to give status reports, while larger companies use private updates to keep details between managers and employees.
Admins can also configure what questions are asked in the update, how often they should be asked, and when the reminder notification is sent.
If you want your entire organization to use these default settings, toggle off the Allow Manager Override setting. If Manager Override is enabled, managers will have the option to set their own questions and cadences for their team.
Once a manager has set customized questions for their direct reports, changing the company default questions will not affect the questions that those direct reports are being asked.
Helpful tip: If an employee's manager changes, the new manager will not have access to the private updates between their new direct report and the direct report's old manager. Updates Adoption and Log pages will provide admins with a high-level overview of how employees use and engage with the Updates tool. The Updates Adoption page provides admins with a high-level overview of how employees use and engage with the Updates tool.
To access the Updates Adoption page, navigate to Admin>Analytics>Adoption>Updates.
Who can see the Updates Adoption page?
Three metrics can be seen in the graph at the top of the Adoption Reporting page:
To navigate between these metrics and see the different graphs, click on the metrics above the graph.
When viewing a graph, the delta metric at the top compares the change between the previous date range interval and the current date range interval. For example, if you select to view the last 90 days, the delta is the difference between the metric 180-90 days ago and the metric from the previous 90 days. The same logic applies if you change the date range to 30 days or 365. If your graph is set on All Time, there is no delta shown.
Below the graphs, you will find a table view of the data shown in the graph:
When viewing the graphs, you can create groups to combine your data by clicking on the + sign (the system defaults to the first eight options). You can make groups visible or invisible on the graph by clicking on the grouping name.
There are two main ways to filter metrics in the reporting page:
As your organization uses Updates, admins can get an overview of their organization's engagement or usage of the tool from the Updates Log.
To access the Updates Log, navigate to Admin>Updates>Updates log.
The Updates tab lists every update submitted between a manager and their direct report.
The following information is available in the Updates tab:
The following actions are available in the Updates tab:
You can filter by the individual or manager. If you filter by manager, you can select All managers in the dropdown or select a specific manager, resulting in a list of all updates submitted by that manager's team. You can also filter by department and by time range.
The Individuals tab is where admins manage the overall Updates tool for each individual.
You can turn Updates on or off between a manager and their direct report by toggling on (blue) or off (grey) in the Status column. You can do this on an individual basis, or you can select to Turn on for all, which will make Updates available to everyone in your organization.
The following information is available in the Individuals tab:
Managers can use the Updates tool to get weekly insight on their direct reports. If your organization allows, Managers can further customize this experience for their teams. You will be able to set your own update settings and create questions that you can apply on a team-wide or an individual level.
As a Manager, you can turn on or off Updates for your direct reports. To do this, please refer to the steps below:
To set custom questions on a team level, go to the My team section>Updates>Settings.
From the team settings screen, you can choose either Company default settings or Custom team settings. If you select Custom team settings, you can change the update cadence, the time the reminder is sent out, and edit the questions asked for everyone on your team.
The system provides a set of default questions that you can ask, but you can input your own questions by deleting the default ones and adding your own.
Please note: 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.
You can also choose how often you ask your team for updates to weekly, biweekly, or monthly, as well as change the week's day and time that the reminders are sent out. Employees will be able to publish one Update per frequency setting.
Please note: 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 the company's set time zone.
To set custom questions on an individual level, go to the My Team section>click on the desired direct report's name>Updates tab. If Updates are enabled, you will see the option to View update settings.
From here, choose Custom settings from the dropdown to customize both the questions and cadence for that specific employee.
After you've set individualized questions for an employee, changing your team questions will not affect the questions that they are asked.
After your direct report completes an update, you will be able to view and comment on the update.
The following are steps for viewing and commenting on an update:
Please note: Once an update is marked as reviewed, Managers will not be able to edit their submissions.
To attach a link within the comment section when filling out your update, use the format as indicated in
Updates help managers understand what their direct reports are doing and what issues are top-of-mind. They're also beneficial for keeping up to date with remote teams.
Follow these manager instructions to turn on Updates for your team. If your company does not have Updates enabled for your company yet, ask your HR admin if they can enable the feature.
If your organization has enabled the “manager override” function, you can follow these instructions to set your Update questions and frequency for your team.
If you have selected a weekly cadence, it may be advisable that the questions set are short and easy to answer. Writing updates should be simple for your direct reports to ensure high completion rates.
If you would like to make updates more reflective, the system may suggest setting your cadence to Friday. That way, your team can reflect on everything they have accomplished over the week.
If you would like to make updates more directed on the week ahead, the system may suggest setting your weekly cadence to Monday. That way, your direct reports will focus more on what they want to work on for the coming week while still reflecting on the last week's Monday update to see what it is that they weren't able to accomplish.
If you want longer updates with an employee development focus, consider switching to a monthly cadence and schedule follow-up meetings to review updates with employees.
Here are some examples of employee development questions that better fit in a monthly update:
Meet with your team to explain the Updates tool and the benefits of writing updates Weekly updates help keep you informed about what's going on and gives your team the opportunity to reflect on what they accomplished that week and what they plan to do next week.
Here are some best practices from managers that have the best employee update rates on the system
Encourage everyone to write public updates regularly (or just department heads). You can then connect these to an org-wide Slack channel. It's a great way to keep track of what departments/individual employees are working towards!
Employees should write updates quickly so it doesn't feel like a chore. Please encourage them to keep answers to one or two sentences and use bullet points. Employees should not spend more than 15 minutes on an update.
Be careful if an employee starts writing long, detailed updates. Thank them for putting in the extra detail but encourage them to be more concise to keep them from burning out on the practice.
Help your direct reports as they learn where to go in the tool to write an update. Additionally, provide your team with guidance on what kind of information you're looking for, as everyone will wonder what to write at first.
When you first start, provide lots of feedback on how you'd like them to structure answers and how much information to include.
Schedule time each week, preferably near the start of the week, to read over your team's updates. Write comments to offer guidance, address concerns, or congratulate them on their wins. Show employees that you are getting value from reading their updates.
The most effective managers recommend following up with employees that miss an update. If your direct report forgets to submit an update and you fail to remind them, that tells the employee that updates aren't important to you, and it becomes much easier to skip the next update.
The system empowers you to update your manager by filling out a few reoccurring questions on a weekly, biweekly, or monthly basis.
Please note that if an update has not been submitted after two weeks, the system will delete the scheduled update from your list.
The system will send out a reminder email when your update is due. You can access your update page by clicking on the Share your update button in your email.
You can also access your Updates page by logging into the system and clicking on the People page>Selecting your name or profile at the top of the People navigation>Updates tab in the toolkit.
In addition to publishing an update, you can access past updates on the lefthand side. As you complete your update, your draft will auto-save as soon as you start typing. You can see the last time the draft was auto-saved in the bottom left corner. When you're ready to submit, click the Share update button at the bottom of the Updates page. Your manager will be able to see and respond to your update.
Please note, some companies will allow employees to publish their updates publicly as well as privately. It will look like the image below.
The default will be Private, which means only you and your manager will be able to see the update. If you select Public, your update will be shared with the entire company.
Please note, if your update has already been reviewed by your manager, you will not be able to make any edits.
The following are steps to edit a submitted update:
While editing allows you to change a submitted update, clearing will completely remove all text from your update. You will no longer be able to access your previous submission, so please be sure that you intend to remove this update before clearing it.
Please note, you will only be able to clear an update that your manager has not reviewed.
The following are steps to delete an update:
You can access the Updates tool from your Home page within the system's mobile application. Click anywhere within the white box that says, “Write your weekly update and view your updates.”
After clicking the Write your weekly update button, you'll see the Update template that your admin or manager has assigned for you to complete. Click into each of the text boxes to write your answers.
If your company allows, you'll be able to either share your update publicly or privately.
If you're not ready to publish your update, you can select to save what you've written as a draft:
This will take you to a page containing the option to view a past update:
How are You Feeling this Week?
You may or may not be able to share how you're feeling depending upon your admin's configuration of the Updates tool. If you can choose a sentiment score, simply click the smiley face that best describes how you're feeling that week.
Click the toggle button to determine the visibility of your update. Private updates are only shared with your manager. Public updates will be visible to your entire company. When you've finished writing your update, click either the “Save Draft” button to save your progress for future editing or the “Publish Update” button to submit it.
To navigate to previously published updates, you can select the . . . along the top of your update.
To view a previous update, click anywhere in the row containing the date of the update.
To edit an update, click into the text box and you'll be able to change your response. Be sure to click the blue Edit Update button at the bottom of the page to save your changes.
Once you have navigated to the Notification Center, there are a few options for how notifications can be sent when it comes to our Updates tool—through Slack or Microsoft Teams and/or through email.
Updates notifications are sent as follows.
To send these through Slack/Microsoft Teams or email, you can check on the boxes to the right of Updates, as shown in
Please note: Slack notifications are sent via the system's app. The system's Microsoft Teams App will appear on your Microsoft Teams apps.
Once a manager turns on Updates for their employees, the employee will receive the notification displayed in
If the admin turns on Updates for employees that haven't had Updates turned on before, the employee will receive the notification displayed in
Once the employee has submitted the update, the manager will receive a notification with a link to the submitted responses.
Update has been Reviewed by a Manager
Reports will receive a notification letting them know that their manager reviewed their update.
Employees will receive a reminder through the system to complete their updates.
Update reminder notifications will only go out to the employee if they have not submitted an update by the day the notification is set to go out. For example, if the notifications are set for Fridays, but an update is submitted before Friday, then the user will not receive the reminder notification.
Additionally, the date the reminder is set to go out does not determine when the update itself is generated. All updates are generated on Mondays.
Update reminders can be set at a few different levels. Currently, Update reminders are sent at 9 AM PST. If the manager override is of then everyone at the company will receive reminders based upon the cadence set in the Updates settings in the Admin page.
If the manager override is on, managers can set a team-wide default in their Update Settings section by navigating to People>My team>Updates>Settings. They will also have the option to switch to the company defaults.
Managers can set custom settings for the cadence of reminder updates for each of their direct reports by navigating to the ellipsis next to their name on the People page.
From the updates settings page you can select to manage the update settings, select custom settings, and set the cadence.
Individual users have the power to enable or disable Update reminders for themselves. To enable or disable the Update reminder notifications, navigate to Account>Manage Settings>Notifications and toggle on/off the Update reminder.
If the employee and/or manager comment back and forth on the update, then the notification shown in either
Set Up Updates with Your New Direct Report
A manager will receive a task for updates in two scenarios:
Managers will receive a task when a new hire joins the team as a new direct report. This task will prompt managers to set up updates with their new report. This notification is dismissible, meaning you can dismiss the task without completing the action.
When a manager selects this task, they will be taken into a modal where they can set up the questions and settings for their new hire.
Once an employee has submitted their update, the manager will get a task in the system titled “Review an update.” This task prompts managers to interact with their report's submitted update. Like the prior task for updates, this task is also dismissible.
Once you select Review an update, a modal will open where you're able to review the update.
The system allows you to turn on feedback for your entire organization or a smaller group of users. The system provides the flexibility you need to help facilitate a phased rollout of the tool if you choose to do so.
In example embodiments, if you disable feedback, employees will still have visibility into any previously shared feedback, and admins will still have access to reporting.
The following are steps to adjust activation settings.
The Feedback Settings is a centralized location for feedback settings Controls within the settings are quickly and easily accessible to enable the Feedback tool, adjust visibility, and more.
Admins can find the Feedback Settings by navigating to Admin>Feedback>Settings.
The following can be accomplished within the Feedback Settings page:
Employees can give each other public or private feedback directly in the system. As an admin, you have the option to customize the permitted feedback types for your organization.
The following visibility options are available for employees when giving feedback:
Note: When customizing options, you must enable at least one form of private feedback.
The following are steps to customize feedback types:
If you have all types of feedback on, employees will be able to select the visibility when using the Feedback tool.
If you have not selected a specific type of feedback, that option will not be available to employees when giving feedback. The example below shows the Feedback tool if the Private+Manager type was disabled.
As an admin, you have the option to enable (or disable) external feedback for your organization. If your company crowdsources feedback from external partners or associates, you can use the external feedback functionality to have managers and admins request feedback via email to those external individuals.
The following are steps to enable or disable external feedback for your organization:
Feedback nudges are automated notifications sent to managers encouraging them to submit public feedback about their direct reports.
If a manager receives a nudge and does not submit public feedback, they will not receive additional follow-up reminders. They will receive their next nudge after another 60 days without praise has passed.
It's important to praise publicly to maintain a positive company culture. Encouraging your managers to submit praise as public feedback in the system will ensure that they are actively reinforcing their team members' positive behaviors. The occasional nudge will motivate managers to set an example that fosters a culture of public praise.
If enabled by an admin, there are two conditions that will generate notifications:
Note: Feedback given in the system can be referenced during 1:1 meetings and reviews. In those contexts, it provides a valuable point of reference for employee performance and behavior.
The following are steps to enable feedback nudges from the Feedback Settings page:
To cast your praise wall, an HDMI cable may be used. Your account may be mirrored through a wireless connection if your computer and smart TV have the capability.
Please note: You must be logged into the system to display the public praise wall.
Non-admins can access the praise wall by heading to [DOMAIN].latticehq.com/wall where the domain is your organization's company domain. Ex: Where degree is the company domain in degree.latticehq.com.
Note, you will need to be logged into the system to access the praise wall.
The following are steps to access the praise wall as an admin
From there it will bring you to a slideshow presentation of feedback to display publicly. The wall will cycle through the 20 most recently submitted pieces of public feedback in your system domain.
Admins have visibility into the analytics for their organization's feedback to ensure that managers and direct reports utilize the tool to help maintain your company's feedback culture.
The following users can see the Feedback Adoption page:
The Feedback reporting page will give you a high-level overview of how employees use and engage with the Feedback tool.
Two metrics can be seen in the graph at the top of the Reports page:
To get started, navigate to Admin>Analytics>Adoption>Feedback.
When you view a graph, the delta metric at the top compares the change between the previous date range interval and the current date range interval. For example, if you view the last 90 days, the delta is the difference between the metric 180-90 days ago compared to the metric from the last 90 days. If you change the date range to 30 days or 365, it's the same behavior. If your graph is set on All Time, there is not a delta shown.
Below the graphs, you can also find a list view of the data from
When viewing the graphs, you can add more groups by clicking on the + sign (Lattice defaults to the first eight options). You can also make groups visible or invisible on the graph by clicking on the grouping name.
The following filters can be applied to the feedback adoption data:
Admins can view how dynamic their organization is when using the Feedback tool. You can export Feedback data directly from the Auditing page.
The Feedback tab lists the individual pieces of feedback given and received by all users in the organization, including external feedback.
The following data is available in the Feedback tab:
The following actions are available in the Feedback tab:
The Pending requests tab shows which feedback requests are still pending. Once they have been fulfilled, they will move into the Feedback tab.
The following data is available on the Pending Requests tab:
The following actions are available in the Pending Requests tab:
The Individuals tab shows how much each user has given or received feedback, along with any values attached to the individual via feedback.
The following data is available on the Individuals tab:
To take a deeper dive into your data, you can use the following:
While feedback is visible directly in the system via the Feedback Log, you may want to filter or view additional customized fields. The system allows you to customize your CSV export to view the information you need and remove the information you don't.
The following are steps to export a customized CSV.
The system allows admins to request feedback on anyone in the company, ensuring administrators can inquire about any specific employee's performance.
Please note: Responders can decline a request if they choose to do so.
The following are steps to request feedback as an admin:
After you have requested feedback, the employee whom you're asking for feedback will receive a notification on their dashboard (as shown in
When the recipient clicks into the task, they will see the requestor's name, a description of what the request is for, and for whom. From here, they will be able to respond and submit their feedback.
Feedback can only be deleted by a system admin. If you are an employee and would like to delete submitted feedback, please reach out to your HR team.
The Feedback tool must be enabled before an admin can delete feedback.
The following are steps to delete feedback:
The system allows users to attach company values to the feedback they give to their teammates. Giving feedback can often be an effective way to reinforce the values that your company holds most important. These values, created and managed by company administrators, help remind contributors of your values and praise those who embody them.
Company values must be added and enabled by a system admin. Once enabled, attaching one or more values becomes an optional step when giving feedback.
The following are steps to enable company values:
Once you've enabled company values, users will have an additional option to select one or more values when giving feedback. If your company uses Gmail or Slack, users can also attach values and give feedback through our Gmail plugin or Slack integration.
In example embodiments, an update summary window and/or a status update configuration window remain persistently displayed to enable configuration of status update templates and management of updates via selections made in the update summary window.
In example embodiments, the plurality of update settings in the status update configuration window further comprises a question settings area for defining a set of update questions to be included in each recurring status update. In example embodiments, defining the set of update questions comprises: displaying a set of pre-defined update questions, receiving a selection of one or more of the pre-defined update questions to include the selected one or more pre-defined update questions in the set of update questions, and/or receiving text input for one or more custom update questions to include in the set of update questions.
System admins can monitor which company values have been attached to specific individuals when giving feedback.
The following are steps to locate values listed in the individuals tab from the feedback auditing page:
Managers can request feedback about their direct and indirect reports from other employees in the company.
The following are steps to request feedback:
After you have requested feedback, the employee who you're asking for feedback from will receive a notification on their dashboard (as shown in
When the responder clicks into the task, they will see the requestor's name, a description of what the request is for, and for whom. From here, they will be able to respond and submit their feedback.
Please note, responders have the ability to decline a request if they choose to do so.
In example embodiments, managers of managers can access feedback for their indirect reports from the Reporting page.
View Feedback for your Team
The following are steps to view feedback for a team:
The following are steps to view feedback for an individual direct report:
In example embodiments, managers can access feedback from their reports from the My team page.
The following are steps to view feedback for an indirect report:
Our Feedback tool makes it easy to give and request public and private feedback within your organization. This tool allows employees to praise their peers, celebrate wins together or ask for and provide constructive feedback. This helps employees grow in their roles and be recognized for the great work that they're doing!
Continuous feedback is an essential element of any healthy and productive work environment, but employees often don't provide continuous feedback because they lack a process and/or tool. Luckily, Feedback makes it easy to give, receive and store feedback. You can also integrate our Feedback tool with Slack so that your employees can easily and quickly give and request feedback throughout the day!
Continuous feedback is an essential element of any healthy & productive work environment, but often users don't contribute to the feedback loop primarily because of logistics. Luckily, the system's feedback feature makes it easy to give, receive and store feedback for future reference.
To access the Feedback tool, navigate to Home>Give and request feedback—OR—People>My team>Feedback.
Example Feedback tool functionality may include one or more of the following:
Feedback makes it easy to give, receive and store feedback for future reference. Users can select up to ten people to provide public feedback to at one time.
The following are steps to provide feedback:
Note: Your visibility share settings may differ depending on your admin's feedback settings.
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.
The following are steps to request feedback:
Feedback makes it easy to give, receive and store feedback for future reference. Users can leave themselves a Note to Self about themselves or another user in the system.
Notes are private and only visible to the person who has written the note.
The following are steps to create a note:
Any user who has visibility into the feedback will have the option to react and view reactions to the feedback.
Note: Reactions do not integrate with Slack; therefore, Slack reactions are not shown or counted in the system.
The following are steps to react to feedback:
Note: Hovering over each emoji will display the users who have reacted to the feedback.
Within your Feedback page, the system will display the total number of reactions you have received and the total number of reactions to the feedback you have given to others.
Giving feedback is a great way to help improve employee relationships and development. The system allows you to provide feedback to employees that are only visible to them or their manager.
In example embodiments, the feedback visibility options available to you may be different based on the 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.
The following are steps to set visibility for feedback:
Once your feedback has been 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 the system.
The system allows you to request feedback for yourself or your direct report from clients, partners, and associates you collaborate with outside of your organization.
Admins need to enable employees to use the external feedback functionality via their Feedback settings.
The following are steps to request external feedback:
Once the receiver has access to the private link, clicking on it will take them to a standalone page to write and send their feedback.
The feedback page includes:
Once submitted, the system will show a confirmation page.
You may want to delete a feedback request that you previously submitted. As long as the request has not been answered, you can follow the steps below to delete pending feedback requests.
When you initially request feedback from someone, they will receive an email asking them to submit feedback. However, when you cancel or delete pending requests, that person will not receive a notification.
Note: The receiver of the feedback request has the option to decline once they have received the request.
The following are steps for deleting a pending feedback request:
There are two places in the system where you can decline a feedback request: the Feedback modal and the People page. Steps for both experiences can be found below.
The Feedback tool allows users to request feedback from others in the company. However, there may be times when the feedback request may no longer be relevant. Because of this, the system allows users to decline feedback requests.
The request sender is not notified if you decline a feedback request. However, the request will be removed from their Pending requests in the system.
The following are steps to decline a feedback request from the Feedback modal:
The following are steps to decline a feedback request from the People page:
After the request has been declined, you can expect:
Often when submitting feedback, users would like a dedicated space to remember details about another user for future reference. Whether it be a direct report or a peer, the Note to Self feature within Feedback allows you to create private notes about others that you can later refer to when completing reviews.
Any Notes to Self are only visible to the author of the note and will only appear for the note's author in the context panel of reviews for the user the feedback is about.
Notes to Self are especially useful when completing a review You can refer to a Note to Self in a review by accessing all feedback in the context panel.
The following are steps to view a note to self in a review as a manager:
When Feedback is selected, any Notes to Self created for this user by the author of the note will appear in yellow.
The following are steps to view a note to self in a review as a peer:
As above, when Feedback is selected, any Notes to Self created for this user by the author of the note will appear in yellow.
The system's Slack app allows the system to meet employees where they work most. Employees can give, request, and respond to feedback requests directly within Slack.
The system's Slack integration must be set up by a user who is both a system and Slack admin.
The following are steps to navigate to the system's Slack app:
Public praise given in Slack will be posted to the system and the public Slack channel that your system admin has created.
There are two ways to give public feedback in Slack:
The following are steps to give public feedback through a direct message with the System's app in Slack:
The following are steps to give public feedback using the custom command /praise in Slack:
The following are steps for giving private or manager-only feedback through Slack:
Once the feedback is submitted, the recipient and their manager will receive an email notification and be able to view the feedback in the system.
Note: The Slack app allows you to request feedback about yourself. Requesting feedback about other employees must be done via desktop.
The following are steps for requesting private feedback through Slack:
Reminder: Feedback requests can only be shared as Private or Private+manager.
Once the feedback is submitted, the recipient will receive an email notification and task in their system dashboard. Once they have responded to the feedback, the user will receive an email notification and be able to view the feedback in Lattice.
The following are steps to respond to feedback requests through Slack:
Once the feedback is submitted, an email notification will be sent to the recipient and/or their manager. The visibility will always be displayed on the screen before you submit.
A Note to Self is a private note about either yourself or an employee that is only visible to you. This message is a great way to give yourself a reminder that you can use for a review cycle or a 1:1 meeting.
The following are steps to write a note to self through Slack:
Once you write your Note to Self, it will be available on your system Feedback page.
Sharing Feedback with the System's Gmail Plug-In
The system's Gmail plug-in makes it easy to share in-the-moment feedback with teammates, publicly or privately.
Here are some helpful reminders before giving feedback in Gmail:
The following are steps to install the system's Gmail plug-in:
The following are steps to submit feedback via the Gmail plug-in:
The system's mobile app focuses on the Feedback experience, giving all Lattice users the ability to give and view feedback they've received away from their computer.
The following are steps for submitting feedback via the mobile app:
You can view any public feedback you or your colleagues have received within the mobile app.
The following are steps to view your feedback in the mobile app:
The following are steps to view public feedback for an individual in the mobile app:
Once you have navigated to the Notification Center, there are three options for how notifications can be sent when it comes to our Feedback tool—through Slack, Microsoft Teams, and/or through email.
Feedback notifications are sent as follows
To send these through Slack, Microsoft Teams, or email, you can check on the boxes to the right of Feedback, as shown in
Note: Slack notifications are sent via the system's app.
Notifications Will be Sent to Employees when:
The Feedback tool will only notify users via a task notification if they have a pending feedback request.
When someone requests feedback from you (or a manager requests feedback about their direct report), you will receive a task notification, prompting you to fulfill their request.
These tasks are always dismissible, but once you click on them, the system will bring you into the feedback module for you to fill out the request.
Once you have navigated to the Notification Center, you will see three options for how notifications can be sent from our Feedback tool, depending on what you have integrated with. You can receive notifications through Slack, Microsoft Teams, or email.
Feedback notifications are sent as follows:
To send these through Slack or email, you can check on the boxes to the right of Feedback, as shown in
Teams notifications come through Chat and appear as shown in
The mobile device 26800 can include a processor 26802. The processor 26802 can be any of a variety of different types of commercially available processors suitable for mobile devices 26800 (for example, an XScale architecture microprocessor, a Microprocessor without Interlocked Pipeline Stages (MIPS) architecture processor, or another type of processor). A memory 26804, such as a random access memory (RAM), a Flash memory, or other type of memory, is typically accessible to the processor 26802. The memory 26804 can be adapted to store an operating system (OS) 26806, as well as application programs 26808, such as a mobile location-enabled application that can provide location-based services (LBSs) to a user. The processor 26802 can be coupled, either directly or via appropriate intermediary hardware, to a display 26810 and to one or more input/output (I/O) devices 26812, such as a keypad, a touch panel sensor, a microphone, and the like. Similarly, in some embodiments, the processor 26802 can be coupled to a transceiver 26814 that interfaces with an antenna 26816. The transceiver 26814 can be configured to both transmit and receive cellular network signals, wireless data signals, or other types of signals via the antenna 26816, depending on the nature of the mobile device 26800. Further, in some configurations, a GPS receiver 26818 can also make use of the antenna 26816 to receive GPS signals.
Certain embodiments are described herein as including logic or a number of components, modules, or mechanisms. Modules may constitute either software modules (e.g., code embodied (1) on a non-transitory machine-readable medium or (2) in a transmission signal) or hardware-implemented modules. A hardware-implemented module is a tangible unit capable of performing certain operations and may be configured or arranged in a certain manner. In example embodiments, one or more computer systems (e.g., a standalone, client or server computer system) or one or more processors may be configured by software (e.g., an application or application portion) as a hardware-implemented module that operates to perform certain operations as described herein.
In various embodiments, a hardware-implemented module may be implemented mechanically or electronically. For example, a hardware-implemented module may comprise dedicated circuitry or logic that is permanently configured (e.g., as a special-purpose processor, such as a field programmable gate array (FPGA) or an application-specific integrated circuit (ASIC)) to perform certain operations. A hardware-implemented module may also comprise programmable logic or circuitry (e.g., as encompassed within a general-purpose processor or other programmable processor) that is temporarily configured by software to perform certain operations. It will be appreciated that the decision to implement a hardware-implemented module mechanically, in dedicated and permanently configured circuitry, or in temporarily configured circuitry (e.g., configured by software) may be driven by cost and time considerations.
Accordingly, the term “hardware-implemented module” should be understood to encompass a tangible entity, be that an entity that is physically constructed, permanently configured (e.g., hardwired) or temporarily or transitorily configured (e.g., programmed) to operate in a certain manner and/or to perform certain operations described herein. Considering embodiments in which hardware-implemented modules are temporarily configured (e.g., programmed), each of the hardware-implemented modules need not be configured or instantiated at any one instance in time. For example, where the hardware-implemented modules comprise a general-purpose processor configured using software, the general-purpose processor may be configured as respective different hardware-implemented modules at different times. Software may accordingly configure a processor, for example, to constitute a particular hardware-implemented module at one instance of time and to constitute a different hardware-implemented module at a different instance of time.
Hardware-implemented modules can provide information to, and receive information from, other hardware-implemented modules. Accordingly, the described hardware-implemented modules may be regarded as being communicatively coupled. Where multiple of such hardware-implemented modules exist contemporaneously, communications may be achieved through signal transmission (e.g., over appropriate circuits and buses) that connect the hardware-implemented modules. In embodiments in which multiple hardware-implemented modules are configured or instantiated at different times, communications between such hardware-implemented modules may be achieved, for example, through the storage and retrieval of information in memory structures to which the multiple hardware-implemented modules have access. For example, one hardware-implemented module may perform an operation, and store the output of that operation in a memory device to which it is communicatively coupled. A further hardware-implemented module may then, at a later time, access the memory device to retrieve and process the stored output. Hardware-implemented modules may also initiate communications with input or output devices, and can operate on a resource (e.g., a collection of information).
The various operations of example methods described herein may be performed, at least partially, by one or more processors that are temporarily configured (e.g., by software) or permanently configured to perform the relevant operations. Whether temporarily or permanently configured, such processors may constitute processor-implemented modules that operate to perform one or more operations or functions. The modules referred to herein may, in some example embodiments, comprise processor-implemented modules.
Similarly, the methods described herein may be at least partially processor-implemented. For example, at least some of the operations of a method may be performed by one or more processors or processor-implemented modules. The performance of certain of the operations may be distributed among the one or more processors, not only residing within a single machine, but deployed across a number of machines. In some example embodiments, the processor or processors may be located in a single location (e.g., within a home environment, an office environment or as a server farm), while in other embodiments the processors may be distributed across a number of locations.
The one or more processors may also operate to support performance of the relevant operations in a “cloud computing” environment or as a “software as a service” (SaaS). For example, at least some of the operations may be performed by a group of computers (as examples of machines including processors), these operations being accessible via a network (e.g., the Internet) and via one or more appropriate interfaces (e.g., Application Program Interfaces (APIs).)
Example embodiments may be implemented in digital electronic circuitry, or in computer hardware, firmware, software, or in combinations of them. Example embodiments may be implemented using a computer program product, e.g., a computer program tangibly embodied in an information carrier, e.g., in a machine-readable medium for execution by, or to control the operation of, data processing apparatus, e.g., a programmable processor, a computer, or multiple computers.
A computer program can be written in any form of programming language, including compiled or interpreted languages, and it can be deployed in any form, including as a stand-alone program or as a module, subroutine, or other unit suitable for use in a computing environment. A computer program can be deployed to be executed on one computer or on multiple computers at one site or distributed across multiple sites and interconnected by a communication network.
In example embodiments, operations may be performed by one or more programmable processors executing a computer program to perform functions by operating on input data and generating output. Method operations can also be performed by, and apparatus of example embodiments may be implemented as, special purpose logic circuitry, e.g., a field programmable gate array (FPGA) or an application-specific integrated circuit (ASIC).
The computing system can include clients and servers. A client and server are generally remote from each other and typically interact through a communication network. The relationship of client and server arises by virtue of computer programs running on the respective computers and having a client-server relationship to each other. In embodiments deploying a programmable computing system, it will be appreciated that both hardware and software architectures merit consideration. Specifically, it will be appreciated that the choice of whether to implement certain functionality in permanently configured hardware (e.g., an ASIC), in temporarily configured hardware (e.g., a combination of software and a programmable processor), or a combination of permanently and temporarily configured hardware may be a design choice. Below are set out hardware (e.g., machine) and software architectures that may be deployed, in various example embodiments.
In alternative embodiments, the machine operates as a standalone device or may be connected (e.g., networked) to other machines. In a networked deployment, the machine may operate in the capacity of a server or a client machine in server-client network environment, or as a peer machine in a peer-to-peer (or distributed) network environment. The machine may be a personal computer (PC), a tablet PC, a set-top box (STB), a Personal Digital Assistant (PDA), a cellular telephone, a web appliance, a network router, switch or bridge, or any machine capable of executing instructions (sequential or otherwise) that specify actions to be taken by that machine. Further, while only a single machine is illustrated, the term “machine” shall also be taken to include any collection of machines that individually or jointly execute a set (or multiple sets) of instructions to perform any one or more of the methodologies discussed herein.
The example computer system 26900 includes a processor 26902 (e.g., a central processing unit (CPU), a graphics processing unit (GPU) or both), a main memory 26904 and a static memory 26906, which communicate with each other via a bus 26908. The computer system 26900 may further include a graphics display unit 26910 (e.g., a liquid crystal display (LCD) or a cathode ray tube (CRT)). The computer system 26900 also includes an alphanumeric input device 26912 (e.g., a keyboard or a touch-sensitive display screen), a user interface (UI) navigation device 26914 (e.g., a mouse), a storage unit 26916, a signal generation device 26918 (e.g., a speaker) and a network interface device 26920.
The storage unit 26916 includes a machine-readable medium 26922 on which is stored one or more sets of instructions and data structures (e.g., software) 26924 embodying or utilized by any one or more of the methodologies or functions described herein. The instructions 26924 may also reside, completely or at least partially, within the main memory 26904 and/or within the processor 26902 during execution thereof by the computer system 26900, the main memory 26904 and the processor 26902 also constituting machine-readable media.
While the machine-readable medium 26922 is shown in an example embodiment to be a single medium, the term “machine-readable medium” may include a single medium or multiple media (e.g., a centralized or distributed database, and/or associated caches and servers) that store the one or more instructions 26924 or data structures. The term “machine-readable medium” shall also be taken to include any tangible medium that is capable of storing, encoding or carrying instructions (e.g., instructions 26924) for execution by the machine and that cause the machine to perform any one or more of the methodologies of the present disclosure, or that is capable of storing, encoding or carrying data structures utilized by or associated with such instructions. The term “machine-readable medium” shall accordingly be taken to include, but not be limited to, solid-state memories, and optical and magnetic media. Specific examples of machine-readable media include non-volatile memory, including by way of example semiconductor memory devices, e.g., Erasable Programmable Read-Only Memory (EPROM), Electrically Erasable Programmable Read-Only Memory (EEPROM), and flash memory devices; magnetic disks such as internal hard disks and removable disks; magneto-optical disks; and CD-ROM and DVD-ROM disks.
The instructions 26924 may further be transmitted or received over a communications network 26926 using a transmission medium. The instructions 26924 may be transmitted using the network interface device 26920 and any one of a number of well-known transfer protocols (e.g., HTTP). Examples of communication networks include a local area network (“LAN”), a wide area network (“WAN”), the Internet, mobile telephone networks, Plain Old Telephone Service (POTS) networks, and wireless data networks (e.g., WiFi and WiMax networks). The term “transmission medium” shall be taken to include any intangible medium that is capable of storing, encoding or carrying instructions for execution by the machine, and includes digital or analog communications signals or other intangible media to facilitate communication of such software.
Although an embodiment has been described with reference to specific example embodiments, it will be evident that various modifications and changes may be made to these embodiments without departing from the broader spirit and scope of the present disclosure. Accordingly, the specification and drawings are to be regarded in an illustrative rather than a restrictive sense. The accompanying drawings that form a part hereof, show by way of illustration, and not of limitation, specific embodiments in which the subject matter may be practiced. The embodiments illustrated are described in sufficient detail to enable those skilled in the art to practice the teachings disclosed herein. Other embodiments may be utilized and derived therefrom, such that structural and logical substitutions and changes may be made without departing from the scope of this disclosure. This Detailed Description, therefore, is not to be taken in a limiting sense, and the scope of various embodiments is defined only by the appended claims, along with the full range of equivalents to which such claims are entitled.
Although specific embodiments have been illustrated and described herein, it should be appreciated that any arrangement calculated to achieve the same purpose may be substituted for the specific embodiments shown. This disclosure is intended to cover any and all adaptations or variations of various embodiments. Combinations of the above embodiments, and other embodiments not specifically described herein, will be apparent to those of skill in the art upon reviewing the above description.
This application claims the benefit of U.S. Provisional Application No. 63/377,973, filed Sep. 30, 2022, which is hereby incorporated by reference herein in its entirety.
| Number | Date | Country | |
|---|---|---|---|
| 63377973 | Sep 2022 | US |
