Welcome to Lattice!

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, competencies, 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?

• Implemented an OKR (Objectives and Key Results) framework.
• Employees set quarterly and annual OKRs and hold regular manager and team check-ins on progress and roadblocks.

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 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.
• Allow all EdReporters to 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, short pulse surveys to all employees. Employees receive pulse surveys on a randomized schedule each week.

See you in Lattice!