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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, 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!