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Transcript
Review this slide presentation to learn more about the Lattice tools that employees use at EdReports.
Lattice for Employees
Lattice Reviews
What is EdReports’ approach to Reviews?
- End of year reviews are completed November/December each year. Self assessments and manager reviews included reflection on OKRs, competency, and overall performance for the year.
- Shorter mid-year reviews are completed in June/July each year.
- Employees give upward feedback to their manager during end of year and mid-year reviews.
Why do we do Performance Reviews?
- Gather thoughtful performance feedback from managers, team members, and self-reflection.
- Reinforce living company values in work.
- Provide managers with feedback to build team culture and cohesion.
- Foster personal and professional growth for every individual.
Lattice Goals
What is EdReports’ approach to Goals?
- Implement an OKR (Objectives and Key Results) framework.
- Implement quarterly and annual OKRs and promote regular manager and team check-ins.
Why do we track Goals/OKRs at EdReports?
- Ensure work by individual contributors is aligned with top company objectives.
- Understand how each team contributes to the company’s growth.
- Provide everyone a clear vision of why their work matters and how they can be successful in their role.
Lattice Feedback
What is EdReports’ approach to feedback?
- Practice continuous feedback to support employee personal & professional growth.
- Record key moments in every employee’s journey with feedback and recognition
- Use Lattice to share public and private feedback with your team members.
Why do we share feedback at EdReports?
- Build strong manager-employee trust with mutual investment in personal development
- Encourage a practice of self-reflection to visualize progress
- Become key stakeholders in your teammates’ individual growth
Lattice 1:1s & Updates
What is EdReports’ approach to 1:1s and Updates?
- Encourage managers and their direct reports to meet 1:1 weekly. Using Lattice for 1:1s is optional.
- Encourage managers and employees to focus the 1:1 time and agenda on topics other than project status updates and work
- <optional> Managers request short, weekly Updates from each employee at the company through Lattice.
Why are 1:1s and Updates important at EdReports?
- Empower managers to provide ongoing coaching and development with their team
- Set a regular cadence for in-person check-ins to support the manager-employee relationship
- Create a space where managers and employees can talk openly about topics outside of projects at work
- Build a transparent and supportive company culture
Lattice Engagement & Pulse Surveys
Why do we send engagement surveys at EdReports?
- Promote transparency and continuous improvement with leadership
- Help company leaders make more informed business decisions regarding culture, management, and employee experience programs
- Share in the employee voice to shed light on areas where you could be more supported
What is EdReports approach to Employee Surveys?
- Conduct bi-annual engagement surveys to the whole company
- Send weekly, 3-question pulse surverys to all employees. Employees recieve pulse surveys on a randomized schedule each week.
See you in Lattice!