We have replaced our in-person team retros every week with LatticeHQ.com's weekly check-ins, where every employee answers 4 basic questions (the defaults on Lat

We have replaced our in-person team retros every week with LatticeHQ.com's weekly check-ins, where every employee answers 4 basic questions (the defaults on Lattice): 1. What did you focus on this week? 2. What are your plans and priorities for next week? 3. What challenges or roadblocks do you need help with? 4. Is there anything else on your mind you'd like to share? Managers then can review and comment on each part of the check-in. That happens the same day, which means that it doesn't feel like a waste of time. Even just an emoji as a comment can provide positive feedback. I like this process because it's efficient. I also enjoy a log of what I have done in past weeks to reinforce that we are progressing. Lattice is primarily a goal-tracking app, so tying goal updates to weekly check-ins makes the process easier. This works for us, but we're a small team. Weekly status emails sound like a different beast relating to tiers of tiers of teams. I suspect that part of the difficulty of the "weekly status email" is keeping track of updates from memory. As the author describes the Zynga framework, it's clear that it's easy because it asks for fairly objective things - like OKRs. It sounds like scaling a solution like Lattice to larger companies would ideally prepopulate reports with data - like "Closed these 7 goals . . . , closed these 8 pull requests . . . , analytics shows goal X did Y" - then allow the manager to edit and provide context.