For Lattice's goal-setting feature, should we emphasize individual goal tracking or team-based objectives to drive overall company performance?

Introduction

The trade-off we're examining today is whether Lattice's goal-setting feature should emphasize individual goal tracking or team-based objectives to drive overall company performance. This decision is crucial for Lattice's product strategy and will significantly impact how organizations using the platform approach performance management and alignment.

In my analysis, I'll explore the implications of this trade-off, considering user needs, business objectives, and technical considerations. I'll then propose an experiment to validate our hypotheses and provide a framework for making an informed decision.

Step 1

Clarifying Questions (3 minutes)

• Based on Lattice's positioning, I'm thinking this feature is targeted at mid-to-large enterprises. Could you confirm the primary customer segment for this goal-setting feature?

Why it matters: Helps tailor the solution to the most valuable user base Expected answer: Mid-to-large enterprises (500+ employees) Impact on approach: Would focus on scalability and cross-team collaboration features

• Considering the current market trends, I'm assuming OKRs (Objectives and Key Results) are a key part of Lattice's strategy. How central are OKRs to Lattice's current product offering and future roadmap?

Why it matters: Influences the balance between individual and team goals Expected answer: OKRs are a core part of the offering, but not the only framework supported Impact on approach: Would need to ensure flexibility to support multiple goal-setting methodologies

• Looking at user behavior, I'm hypothesizing that engagement with goal-setting features varies significantly across different roles. Can you share any insights on how usage patterns differ between individual contributors, managers, and executives?

Why it matters: Helps identify which user groups might benefit most from each approach Expected answer: Managers and executives engage more frequently with team goals, while individual contributors focus on personal objectives Impact on approach: Might suggest a hybrid solution with role-based customization

• From a technical perspective, I'm wondering about the current architecture of the goal-setting feature. How modular is it, and how easily can we implement significant changes?

Why it matters: Determines the feasibility and timeline of potential solutions Expected answer: Moderately modular, with some legacy code that might require refactoring Impact on approach: Would influence the scope and phasing of any proposed changes

• Considering resource allocation, I'm curious about the current team structure. How is the product team organized around this feature, and what's our capacity for making substantial changes?

Why it matters: Helps gauge the realistic scope of potential solutions Expected answer: Dedicated squad for performance management features, with some competing priorities Impact on approach: Would need to balance ambition with practical resource constraints