Source: https://joinfinn.com/integrations/lattice

# Lattice

## Lattice + Finn.

Lattice integration with Finn. Lattice manages employee performance reviews, goals, feedback, and people programs.

Business function: HR and people.

## What you can do with Lattice.

Lattice manages employee performance reviews, goals, feedback, and people programs.

### Run a performance review cycle through completion

Finn handles the coordination that turns a review calendar into completed reviews and follow-up.

**Typically handled by:** People program coordinator

**Starts when:** HR opens a performance review cycle.

#### What Finn handles

1. Read the review population, manager assignments, timetable and forms selected by HR in Lattice.
2. Send the right participants their instructions, resolve administrative assignment problems and follow up on outstanding reviews.
3. Collect the submitted material for managers and HR, keeping performance ratings and calibration decisions with those people.
4. Record the completed cycle and coordinate the resulting feedback conversations and development actions.

**The result:** Reviews and follow-up conversations have recorded completion, with unresolved work assigned to its owner.

### Carry team priorities into a maintained goal cycle

Finn keeps goal-setting administration connected to the work teams actually agree to do.

**Typically handled by:** People operations and business operations coordinator

**Starts when:** Leadership releases the next quarter's priorities.

#### What Finn handles

1. Collect the team goals and measurable outcomes selected by leaders and managers.
2. Organize the corresponding Lattice goals, owners and review dates, resolving missing decisions with the responsible manager.
3. Gather progress updates from the goal owners and linked Asana work, then keep the goal record current.
4. At the review, record the team's actual outcome and carry its selected follow-up into the next work cycle.

**The result:** Team goals have current evidence, recorded outcomes and an agreed next step.

### Turn an engagement survey into completed team action

Finn coordinates the work after employees share feedback.

**Typically handled by:** Employee engagement program manager

**Starts when:** A Lattice engagement survey closes.

#### What Finn handles

1. Collect the results available to the authorized audience while preserving anonymity and reporting thresholds.
2. Prepare the team's themes and open questions for its manager without identifying individual anonymous respondents.
3. Record the actions the manager and employees choose, create the follow-up work in Asana and communicate the plan.
4. Track those actions through completion and update the next engagement review with what actually changed.

**The result:** Employees' feedback leads to documented team actions and visible follow-through.

### Run the administration behind a compensation cycle

Finn coordinates the evidence, approvals and record handoff around employer pay decisions.

**Typically handled by:** Compensation operations coordinator

**Starts when:** HR starts a merit or compensation review cycle.

#### What Finn handles

1. Gather the employee population, pay information, budget instructions and relevant Lattice review material for authorized reviewers.
2. Collect managers' recommendations and resolve missing administrative details without choosing individual pay outcomes.
3. Route proposals through the company's compensation approval process and record the final decisions.
4. Prepare the employee statements and send the authorized effective-dated changes to Workday and the payroll owner.

**The result:** The compensation cycle ends with recorded decisions, statements and a reconciled employment-system handoff.

### Carry a development plan into completed learning work

Finn coordinates the practical follow-through on an employee's growth plan.

**Typically handled by:** Learning and development coordinator

**Starts when:** An employee and manager agree on a development goal.

#### What Finn handles

1. Read the Lattice growth area, target skill and activities selected by the employee and manager.
2. Arrange courses through the connected learning platform and schedule coaching or practice in Outlook.
3. Collect the completed learning and practice evidence and keep the development work current.
4. Bring the evidence back to the manager and record the agreed progress assessment and next development action.

**The result:** The development plan produces completed activities and a recorded manager-employee review.

### Keep manager check-ins from losing their follow-up

Finn handles the scheduling, preparation and action tracking around recurring one-to-ones.

**Typically handled by:** Manager's people operations coordinator

**Starts when:** A recurring employee check-in is approaching.

#### What Finn handles

1. Collect the employee's shared Lattice updates, current goals and previously agreed follow-up.
2. Prepare the agenda and arrange the meeting in Outlook or Google Calendar.
3. After the conversation, record the participants' agreed actions and create the relevant tasks in Asana.
4. Complete routine coordination, collect action outcomes and carry only the remaining work into the next check-in.

**The result:** The check-in ends with recorded commitments and completed follow-up.

### Complete the performance-program handover after a manager change

Finn keeps employee programs organized when reporting lines change.

**Typically handled by:** HR program administrator

**Starts when:** Workday records an employer-approved manager change.

#### What Finn handles

1. Read the effective date and new reporting relationship from Workday.
2. Update the relevant Lattice assignments and identify active reviews, goals and development work that need a new owner.
3. Coordinate the outgoing and incoming managers' handover using only the information each is permitted to see.
4. Confirm the new manager's review schedule and record the completed reassignment of program work.

**The result:** The employee's active people programs continue with the correct manager and documented handover.

### Close the people-program operating review

Finn completes the reporting and follow-up behind HR's program meeting.

**Typically handled by:** People analytics and program operations specialist

**Starts when:** HR reaches its regular performance and engagement program review.

#### What Finn handles

1. Gather cycle completion, goal progress, learning follow-up and permitted engagement reporting from Lattice.
2. Identify missing reviews, overdue development actions and program administration issues.
3. Publish the operating report and record HR's selected corrections and program changes.
4. Complete the assignment, scheduling and communication work, then record the result in the next program update.

**The result:** HR has a current program report and completed administrative corrections.

## Connection setup

Contact Finn to discuss the records your workflow needs and the actions you want it to perform.

Your team chooses what Finn can access, what agents can change, and when a person must approve the work. The connection needs the appropriate account access and permissions from Lattice.

[Visit Lattice](https://lattice.com/)

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