Pros
- Most of the employees here are genuinely good, talented people. - I still believe our software has the potential to make a positive impact on employees’ lives
Cons
Reorganizations, layoffs, and an exodus of tenured talent have led to an air of malaise and unease throughout the company. This was particularly apparent after leadership’s response to the latest round of engagement surveys. Lattice’s chief people officer dismissed rampant burnout not as a result of lack of prioritization or inadequate resourcing but, puzzlingly, corporate communications norms. The outlook isn’t rosier for DEIB: When a largely homogenous leadership team asks employees whether the company values diversity, it can’t feign surprise when the answer is a resounding no. These problems are all “big company problems,” we’re often told, and that they “align with benchmarks from similarly-sized companies.” Is that really all we aspire to? Lattice’s current state isn’t one person’s failure, but leadership clearly bears the most responsibility. Over the last few months, senior directors and VPs have been brought into the organization with little apparent process, largely thanks to preexisting relationships with sitting leaders. “I worked with them at XYZ company, and they were phenomenal,” isn’t grounds for a job offer, even coming from the president of a department.