29. November 2021
Recently, Valtech was featured on Lattice's blog page, showcasing the winning combination of Lattice and our People and Culture team. Melisa Guerbi, Director of People and Culture describes how and why Lattice helps Valtech uses the latest technology to stay connected with all employees across the globe.
How Valtech Used Lattice to Build a People Strategy with Feedback and Data
Recently, Valtech was featured on Lattice's blog page, showcasing the winning combination of Lattice and our People and Culture team. Melisa Guerbi, Director of People and Culture describes how and why Lattice helps Valtech uses the latest technology to stay connected with all employees across the globe.
Meet the People and Culture Team
French Algerian by birth, Melisa speaks five languages, which is fitting for a company that has offices in 18 countries. She joined Valtech in January 2020. She describes herself as an “emotional optimist,” focused on supporting the team and making them feel valued.
“We are a people company,” says Melisa Guerbi, Director of People and Culture for Valtech, but few companies have the intricate people challenges that this global consultancy wrestles with, considering it has more than 50 offices located on five continents. The highly scattered nature of Valtech’s workforce – compounded by its rapid growth rate – has presented many challenges. “There was no singular Valtech experience,” says Melisa, “and as the company got bigger, it has become harder to give feedback.”
“With Lattice, we found the opportunity to maintain a pulse on how employees are feeling across all our locations while keeping them engaged and focused on their growth and development.”
Valtech’s immediate challenge was determining how to formalize its feedback processes without losing the personal touch that had driven so much of its success. At the same time, Melisa wanted to find a better way for those in the company to get to know its diverse workforce, aiming to help workers understand the vastly different backgrounds that make up the Valtech team.
Existing efforts like its monthly “cultural calendar” had been helpful at creating a community that embraced diversity – and celebrating it. Ensuring that level of engagement continued during a period of rapid growth, not to mention pandemic-driven upheaval, was paramount.
Evaluation
Melisa asked peers for advice on finding a tool that could help with its People challenges, and Lattice was one of the recommendations. The company ultimately demoed seven tools, and “while some had good features and user experience” says Melisa, Lattice was the only one that combined performance management, engagement tools, and a career path development system (the Lattice Grow system) into a single platform.
“Becoming a feedback-driven organization is an ongoing process,” says Melisa. “That means we must have a continuous cycle of data to drive action plans for improvement.” Before Lattice, Valtech’s systems for achieving this were archaic and underdeveloped at best, limited to some basic questionnaires and surveys that didn’t lend themselves to actionability. “I recall a conversation I had with an employee who shared that he didn’t take surveys because there was never any action taken from the results. That stuck in my head for days,” says Melisa. “We needed to prove people wrong.”
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Using Lattice at Valtech
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The Impact of Lattice
Takeaways
- Lattice gives Valtech a single system that combines performance management, engagement tools, and a system for career-path development.
- Surveys let Valtech keep tabs on employee sentiment and give the company the tools it needs to make tangible changes to its operations.
- Strong participation from Valtech employees in Lattice has generated significant support from management, which in turn powers even better engagement from workers.