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Lattice Launches Technology Partnership with UKG

Lattice today announced its new technology partnership with UKG, a leading provider of HR, payroll, and workforce management solutions for all people. Lattice and UKG are focused on creating better employee experiences for everyone, to drive people success and improve business outcomes. 

With this collaboration, organizations that utilize both Lattice and UKG Pro will be able to eliminate manual administration of employee records in Lattice and ensure no duplicate employee records are created, automate new hire provisioning and employee termination/resignation to Lattice, and synchronize custom attributes across applications to automate business rules and run advanced reports.

UKG solutions are developed with its Life-work Technology™ approach. Life-work Technology emphasizes people systems that inspire the workforce by enabling autonomy and flexibility, and by connecting people to their colleagues and roles with purpose. These work systems help businesses thrive by offering higher productivity, optimizing teamwork, and providing more opportunity for people to support each other and their communities.  

“At UKG, we strive to create lifelong partnerships with our customers, helping them create modern people experiences to drive better business outcomes and anticipate employee needs beyond just work,” said Mike May, Vice President of Technology Partnerships at UKG. “By cultivating a highly engaged ecosystem of technology partners, including Lattice, we’re able to help create a more seamless and empowering technology experience.” 

The integration with UKG also automatically syncs new information – like new employees, promotions, and more – adding additional insight to employee profiles. This enables managers and HR teams to see the full picture and better understand employees’ experiences at their company and removes the need to update multiple platforms.

Building an enduring company starts with a strong team. Invest in your employees with the combined benefits of full-service HR with the leading People Success Platform. To learn more about Lattice’s new integration with UKG, visit:


Lattice and TriNet Partner to Streamline HR

Maintaining clear, consistent people data helps managers and senior talent leaders unlock the power of their teams by surfacing trends, and helping to drive performance and growth.

Both Lattice and TriNet strive to empower companies to support their most important resource – the humans who work there. This integration will enable businesses to focus more time on their people and growth by providing access to a human resources solution that unites payroll, access to benefits, risk mitigation, HR expertise and a comprehensive technology platform. The collaboration is designed to help users share and manage their workforce data in real-time.

“As a mature startup with a small HR department, we consider Lattice to be an integral part of our team,”

said David J. Voorhees, Vice President of People & Culture at Recycle Track Systems.

“Having the integration of Lattice with TriNet will save us endless hours of admin work. This is a great thing as we are in growth mode with 5 to 8 new employees joining the organization each month.”

Navigating between tools increases the chance of misunderstanding or losing information. Integrating people data between TriNet and Lattice gives people leaders and managers the peace of mind knowing employee data will be aggregated without having to manually enter data across two systems. Lattice retrieves data critical to performance management, employee engagement, career development, and analytics.

The integration also allows for single sign on and automatically syncs new information, like new employees, promotions, and more, adding additional insight to employee profiles. This enables managers and HR teams to see the full picture and better understand employees’ experiences at the company as well as removing the need to update multiple platforms.

Building an enduring company starts with a strong team. Invest in your employees with the combined benefits of full-service HR with the leading People Success Platform.


Lattice Announces New Compensation Management Product Bringing Transparency to Pay Decisions

Lattice, the leading provider of people success software that empowers business leaders to build engaged and high-performing teams and inspire winning cultures, today announced the release of Lattice Compensation, a new product offering aimed at connecting performance and compensation to drive employee engagement and retention. Lattice Compensation will streamline compensation activities within a secure, centralized hub that seamlessly incorporates employee performance data, giving employees more clarity and transparency into pay decisions and empowering employers to make more equitable choices.

“When it comes to talent management and retention, compensation has always been a critical piece of the full picture,” said Cara Brennan Allamano, Chief People Officer at Lattice. “At Lattice, we want to help our customer’s power employee-centric, holistic People strategies – and Lattice Compensation is a natural evolution of that mission, bringing new levels of efficiency, clarity and ease to a historically complex, error-prone, and labor-intensive process for HR teams.” 

A convergence of factors – including a shift in the labor market, increasingly distributed workforces, and rising inflation – are driving changing expectations around compensation transparency from employees while companies continue to focus on effectively managing employee pay. To stay competitive while navigating an uncertain economic environment, companies will need to execute dynamic compensation strategies that enable them to be flexible and reward top performers, while also including checks and guidance that ensure compensation practices are equitable, clear, and data-driven.

Lattice Compensation helps People teams make manual processes and complicated spreadsheets a thing of the past. By streamlining the setup and launch of compensation cycles and creating trackable workflows that seamlessly pull performance data, pay decisions become more equitable and data-informed than ever before. It also allows organizations, teams, and leaders to set compensation guidelines using performance ratings, compensation ratios, and more — empowering clarity and consistency across the entire company. 

“Our compensation process to date has been largely manual and labor-intensive, with sensitive information spread across multiple platforms and spreadsheets,” said Bill Haig, Vice President of Operations at GoodUnited. “Lattice Compensation offered a world-class solution that consolidated all of our processes into one place, pulling in employee performance data to create a structure that allows for increased clarity and transparency around compensation cycles.”

By gathering data on company pay bands, team budgets, and more into one intuitive tool, Lattice Compensation will also provide managers and team leads with the information they need to make and communicate pay decisions with transparency, which is increasingly important to employees in the new world of work. 

Lattice Compensation works within the wider Lattice platform and is designed to pull relevant data directly, drawing clear connections between employee performance and compensation and powering a more holistic approach to People strategy. 

“Having Lattice Compensation as part of the overall product of Lattice tools really ties everything together,” said Dan Smolkin, Head of People Operations at Aurora Solar. “As we’re talking about an employee’s journey with the company, being able to tie compensation in as another part of the product really helps drive everything home.”

Learn more about Lattice’s new Compensation product and join the early access program here. You can also learn more about how to evolve your compensation strategy here and in the Lattice library.


Fortune and Great Place to Work® Name Lattice One of the 2022 Best Workplaces for Millennials™, Ranking #2

We’re excited to share that Lattice has been ranked #2 on Fortune and Great Place to Work’s 2022 Best Workplaces for Millennials list! 

Great Place to Work measured the differences in over 413,000 Millennials’ survey responses to those of other generations from their ongoing annual workforce study of over 1 million employee survey responses; data from these companies represent more than 6.1 million U.S. employees. In that survey, 99% of Lattice’s employees said that Lattice is a great place to work – and we are extremely proud that this is reflected in the happiness of our Millennial employees as well.

“As one of the largest and most diverse cohorts currently in the workforce, millennials have also been found to be among the least engaged employees,” said Maurice Bell, Head of People Operations at Lattice. “From how we build our platform to the ways we take care of our people, Lattice has always made it a part of our mission to create a positive culture for all employees – that’s why this recognition is so important, as it shows us we’re moving in the right direction with such a critical cohort of workers.” 

The Best Workplaces for Millennials list is highly competitive; Great Place to Work, the global authority on workplace culture, selected the list using rigorous analytics and confidential employee feedback. Companies were only considered if they are a Great Place to Work-Certified™ organization. 

“These companies value their millennial workers by showing genuine care, flexibility and purpose in ways that matter to this generation,” says Michael C. Bush, CEO of Great Place to Work. “They expect company values to be lived by their leaders, which, in turn, elicits their loyalty and trust. Congratulations to the Best Workplaces for Millennials for their hard work.”  

In June, Lattice was also ranked #1 on Fortune and Great Place to Work’s Best Workplaces in the Bay Area. Interested in joining Lattice and checking out our award-winning culture for yourself? Check out our Careers page.

Lattice Life

“It was love at first sight. No questions:” Courtney Dunn on Finding Her Path at Lattice

Courtney Dunn is a Senior Customer Care Associate at Lattice, where she has worked for over 2 years. Here, we talk to her about her journey to the Customer Care team, her favorite part of working at Lattice, how Lattice helped her grow in her career, and so much more.

How did you get started in Customer Care?

My story actually starts with Sales! Shout out to another stellar team. I transitioned from the perspective of “Here’s why you should get to know Lattice!” to “Let me help you understand what Lattice does.” The Customer Care perspective allows me to get closer to the product itself which is more of my particular interest.  

What drew you to Lattice?

I came across Lattice through my previous company. I first understood its value as an end-user when we had our first review cycle using the software. Then, fast forward to the interview and interacting with everyone in person at the time — it was love at first sight. No questions.

I wanted to be a part of the team and the mission the company was looking to accomplish. 

What’s your favorite part of working here?

The people, enough said. As we continued to have rapid growth during COVID, I became more and more impressed by how Lattice has made a tremendous effort to keep us as connected as possible. While I haven’t had the pleasure of meeting everyone just yet, those I have come across all seem like the perfect puzzle piece to keep this puzzle going. It’s been fun.

The swag is also pretty nice too, just saying. 

What ERGs are you a member of?

I am currently a part of the Women of Lattice, LOUD, and PRIDE ERGs. Each is very different in its own right, but all support empowerment in the community it serves. There are fundraisers, charitable donations that are matched by the company, guest speakers that represent and make an impact on the community they are uplifting, swag that narrates and provides representation for the ERG, and more.

There are multiple avenues, outlets, and channels to feel like you are connected and can make an impact, even if just as an ally. 

Favorite Lattice Slack Channel and why?

I no longer have my pups, but I occasionally need my fix of some fluff idealization so #soc-dogs-of-lattice brings a smile to my face every time. 

What’s something you’re passionate about outside of your job?

I am still actively involved with sports and basketball. I still continue to mentor and teach the youth when I’m not at work.

How do you think Lattice has helped you grow in your career?

Transitioning from Sales to the Customer Care team is already growth in itself. Currently, I am working with my manager to help me continue down my career path with a transition to the Engineering team as my end goal.

The Lattice Grow tool has allowed me to get visibility into tracks associated with the role and how I can work my way towards it as a goal. Additionally, as a Senior Associate on our Customer Care team, I get exposure to other Engineers at the company while working on cross-functional projects. This has given me the opportunity to build relationships with other Engineers to help guide me on my path of becoming an Engineer. 

Best day at work?

Biased, but my first day was pretty memorable! I have never felt so welcomed by a company in my life. I also never had so many coffee chats in one day as well.

Back then, you could expense your coffee to meet the new kid in town. It was a great way to connect and bond with your new coworkers with a little flair and an excuse to walk and get outside. It was so refreshing.

Cheez-Its or Goldfish?

I love both here, but if I had to choose: Cheez-Its.

Why? Because I think Cheez-Its pack a little more flavor on the cheddar. I am all about the cheese taste and it’s much stronger on the Cheez-Its side. We can get down to the extra cheddar editions, and Cheez-Its will always come out the winner.

Lattice works with People teams across the globe to turn managers into leaders, employees into high-performers, and companies into the best places to work. Interested in joining our team? Check our Careers page for all open positions across a variety of departments.


An Update on How Lattice Will Show Up in the Fight Against Racism

In June of 2020, the world reacted to the murders of George Floyd, Breonna Taylor, and Ahmaud Arbery with Black Lives Matter protests. Many companies made commitments and pledges to do more to help end racism and social injustice, Lattice included. In our post “How Lattice Will Show Up in the Fight Against Racism,” we committed to supporting anti-racism groups through contributions and to never tolerate racist behavior in our organization.

We leaned in and listened to our employees to help determine new opportunities that would support our commitment to creating a more diverse, equitable, and inclusive workplace and community.

We’d like to share our progress — the work that we are proud of as well as the work that still has a journey ahead.

Our Commitments to Fighting Racism

Partnerships and Hiring

Create a formal advisory role, both to partner with our ongoing internal DE&I work and to help guide future product development in ways that support DE&I.

  • In the fall of 2020, we hired Jen Fontan as a formal advisor to meet with employee resource groups (ERGs), the Lattice People team, and Lattice Advisory Services to support immediate change on making our company and processes more inclusive.

Start an internship program for Summer 2021 with a specific eye toward bringing three people from underrepresented backgrounds into tech.

  • Shayna Bulluck joined Lattice as a Recruiting Programs Manager, and will be leading the development of our formal internship program. This program will begin as a pilot with select teams for the first cohort.
  • Members of our recruiting team partnered with Path Forward for a Returnship program, from which two software engineers were hired (one of which has recently been promoted). We also participated in a sponsorship of Techtonica, a tech bootcamp for women and non-binary adults with low incomes. Lattice Engineers volunteered their time to support the cohort on projects, and Lattice interviewed members of the cohort and brought on one intern for 6 months. We recently extended a full-time offer to the intern we brought on.

Use platforms specifically designed to source candidates from underrepresented groups.

  • Lattice has used several new tools and platforms — including job posting and database Tech Ladies, job board and sourcing list Power to Fly, job board Rise, and Gem Analytics, which allows us to assess whether people move through each stage of the process equally and equitably.

Update our About Us page to amplify our DE&I efforts and appeal to a broader group of candidates.

  • We have added our diversity statistics and a listing for our ERGs, and linked to the original commitments blog post on our About Us page. We will continue to update this page and other pages on our company site to highlight our ongoing work around DE&I.

Conduct ongoing interviewing training for all Lattice employees around bias in interviewing.

  • All Lattice employees participating in the hiring process are required to complete training to understand best practices and expectations while interviewing. We have also implemented the use of interviewing scorecards, which are required for all candidates by all members included in the interview process. These ongoing training initiatives help ensure we are mitigating bias in the hiring process.

Employee Education

Host internal allyship and unconscious bias workshops to better educate our employees.

  • We are continuing to find opportunities to incorporate DE&I education resources into our long-term learning strategy for all employees.

Conduct manager training and provide resources related to DE&I.

  • We hosted a voluntary “Behaviors of Inclusion” training with LifeLabs in February 2022 (FY’23 Q1) to educate employees about working alongside people from historically excluded communities to achieve equity, inclusivity, and justice. These topics are also being incorporated into our learning programs.

Drive fluency in relevant ideas such as intersectionality.

  • We have begun to discuss how intersectionality in data will help to drive decisions. Intersectionality is more integrated into our safe-space monthly “Community Conversations” events.

Transparency and Accountability

Publish our compensation philosophy and conduct bi-annual pay equity reviews.

  • The People team finalized and internally shared our compensation philosophy structure and philosophy with the entire company, and ran its first fiscal cycle during FY’23 Q1.
  • Lattice conducts pay equity analysis annually and whenever there are significant shifts in our compensation strategy.

Publish our diversity statistics and initiatives publicly.

  • The People team shared our diversity stats to the entire company internally and added these stats to our website. These stats will be updated quarterly.

Lattice Culture and Policies

Offer Lattice for free to nonprofits that are doing work on behalf of racial and social equality.

Observe Juneteenth annually.

  • Juneteenth is now a Lattice company holiday for U.S. employees, as well as a federal holiday.

Make U.S.Election Day a company-wide holiday in presidential election years.

  • Lattice offered this holiday in 2020, and our People team actively provided resources to the company related to voting. This is not currently an official annual company holiday, but employees are encouraged to use paid time off to vote throughout the year as needed.

Create opportunities for new hires to share stories and insights about their originating cultures or families.

  • All new hires are encouraged to learn more about our ERGs and join during new hire orientation. Our ERGs host monthly Community Conversations that create safe spaces for people to share experiences, and discuss ideas, and raise awareness on important topics.

Embed the core concepts of DE&I into our company Core Operating Principles.

  • Lattice has developed a DE&I philosophy and guiding principles that support our company’s Core Operating Principles to drive our long-term commitment and initiatives.

Highlight our LOUD (Latticians Organizing Unity and Diversity) ERG members and host educational fireside chats during All Hands meetings.

  • Lattice featured anti-racism speakers in our All Hands meetings lineup to educate employees on different cultural perspectives and experiences. Just this year, we’ve hosted several dedicated fireside chats with speakers across the anti-racism spectrum — including poet Azure Antoinette during Black History Month and radio host Meena Kim during Asian American Pacific Islander Heritage Month. We’ll keep working on it, with a continuing focus within our All Hands content strategy.


Improve content and features in our tools to help People teams, managers, and individual contributors learn — as well as improving data visibility, planning, and follow-through to drive action.

  • This commitment of course is the hardest of all, but we feel excited about the progress we’ve made! 
  • We’re actively working on features that could help companies adhere to the core underpinnings of pay equity. Plus, our Grow and Marketing teams also rolled out a template gallery of competencies that could help customers create a more equity-driven career matrix program across their companies. 
  • And finally, the Lattice Advisory Services team is working with DE&I consultancy Peoplism to help customers drive more equitable performance reviews and feedback. Peoplism also worked with the Marketing team on our ebook, HR’s Guide to Making Performance Management More Equitable.

Employee Resource Group Program Enhancements

As we grow as a company, we realize that our DE&I needs and programs need to continue to grow with us. Here’s how we have further enhanced our ERG Program:

Increased ERG resources & support in 2021

  • A huge part of our internal work on these commitments has been shouldered by our ERGs made up of employees from marginalized groups. Since this work is largely volunteer-based and often goes on alongside employees’ full-time jobs, we wanted to make sure ERGs and their leaders are fully supported.

Give each ERG budgets.

  • Each ERG has a dedicated budget in order to provide more flexibility and autonomy for programming.

Compensate ERG leaders.

  • ERG leadership work is real work with real value to Lattice as a company and a significant time investment, and we need to treat it like that. Each ERG can create up to two compensated roles that would each be paid additional compensation annually.

Invest in ERG leadership

  • ERG leadership is a role that people take on  without the dedicated, formalized support that we might provide for other roles at Lattice, like onboarding or training. Now, ERG leaders have optional access to additional manager training, learning and development stipend, and mentorship.

Recognize contributions to our culture in performance reviews.

  • We’ve added an explicit question in performance reviews covering contributions to Lattice culture. These can be through ERGs but also through organizing team events, taking on actions from engagement survey action plans, onboarding and training, as well as other ways folks go outside of their job description to strengthen and evolve our culture. 

Building for Sustainability

While we have achieved a lot in the first 12 months of these commitments, we have truly been humbled by the work. Here at Lattice, we are now more than ever committed to fighting racism. We’re still committed to using our platform and our product to inform and educate others, as well as learning and bettering ourselves.

In May 2022, we hired Global DE&I Leader Kris Bell to drive our long-term commitment and develop our Diversity, Equity & Inclusion team. We are building for impactful, sustainable change in our organization and the world. We are proud and truly humbled by the immediate impact our teams were able to contribute. Lattice is still committed to being part of the change. We’re still committed to using our platform to lead by example and our product to inspire others to join us on the journey.

golden gate bridge
Awards & recognition

‍Lattice Ranked #1 on Fortune’s Best Workplaces in the Bay Area by Great Places to Work®‍

We’re thrilled to announce that Great Places to Work and Fortune magazine have honored Lattice with the top spot on this year’s Best Small and Medium Workplaces in the Bay Area list!

Earning a spot on this list means that Lattice is one of the best companies to work for in the Bay Area, and we’re proud to have our culture and employee experience recognized. The Fortune Best Workplaces in the Bay Area list is highly competitive, leveraging rigorous analytics and based on confidential feedback incorporating over 1 million employee survey responses and data from companies that represent more than 6.1 million U.S. employees. In Lattice’s Great Places to Work certification survey, 99% of Latticians said that Lattice is a great place to work – 40% higher than the average U.S. company. 

“I am so impressed by the people-centric, employee-first culture here at Lattice,” said Cara Brennan Allamano, who recently joined Lattice as Chief People Officer. “This recognition as one of the Best Workplaces in the Bay Area is great validation for the time and resources I know the team puts into keeping that culture strong – and is an inspiration to us to continue to prioritize our people as the company continues to scale.” 

The Fortune Best Workplaces in the Bay Area list is highly competitive and only considered companies that are Great Place to Work-Certified™ and headquartered in the Bay Area. 

Great Place to Work is a global authority on workplace culture, and provides the only company culture award in America that selects winners based on how fairly employees are treated: Companies are assessed on how well they are creating a great employee experience that cuts across race, gender, age, disability status, or any aspect of who employees are or what their role is.

“As employee demands and expectations have dramatically changed over the past year, these companies have risen to the occasion—and it’s not been easy,” says Kim Peters, executive vice president of global recognition, research & strategic partnerships at Great Place to Work. “Their hard work and dedication to listen to and care for the well-being of every employee, and support them in a way that’s meaningful to all, is the standard all organizations will be held to.”

Interested in joining Lattice and checking out our award-winning culture for yourself? Check out our Careers page.


Lattice Welcomes Cara Brennan Allamano as Chief People Officer

SAN FRANCISCO, CA, June 7, 2022– Lattice, the leading provider of people success software for businesses with people-first cultures, today announced that Cara Brennan Allamano is joining the company as its first Chief People Officer. Cara brings more than 20 years of human resources and leadership experience to the role with a focus on scaling HR operations, recruiting, and learning & development at fast-moving, global companies. Cara will lead Lattice’s global People team, including talent acquisition, onboarding, learning and development, HR business partners, total rewards, and diversity, equity and inclusion.

“Lattice’s people-first approach has created the foundation for a world-class company culture,” said Cara Brennan Allamano. “After seeing the impact the product has on unlocking key understanding to enable people managers and HR leaders to more effectively build and strengthen employee success within the organization, I’m excited to join the team at this pivotal stage as we define what the future of work will be.” 

“Today the perception of people management within organizations is shifting from a purely operational function to a strategic partner,” Cara continued. “Lattice’s growth during this time has been a testament to their understanding of the roles of both employee success and culture within successful companies and I’m thrilled to be part of the next chapter.”

Most recently, Cara was the Senior Vice President at Udemy, where she led the company through substantial global growth and recent IPO. In addition to founding PeopleTech Partners and StartupHR, Cara has held human resources leadership positions at Planet, Pinterest, and Adobe.

“Cara has a long history of building people-first cultures, and we’re really lucky to have her joining the team at Lattice to help us build the type of company our products promise to help our customers build,” said Lattice co-founder and CEO, Jack Altman. “In addition to using her expertise as we continue to scale our team, we’re thrilled to tap her for deeper insights into the HR tech landscape as we continue to expand Lattice’s products and features through the employee lifecycle.” 

Cara has hit the ground running since joining Lattice, which is currently hiring roles across Product, Engineering, Sales, and more to build out its remote-first hybrid workforce. View all open roles on the Careers page.

About Lattice

Lattice is the People Success Platform that brings together all of the tools, workflows, and insights to help organizations develop engaged, high-performing employees and winning cultures.  By combining continuous performance management, employee engagement surveys, compensation management, and career development tools into one connected solution, Lattice can deliver powerful people analytics used by HR and People teams to drive impactful business outcomes. Ranked on the Inc. 500 Fastest-Growing Private Companies list two years in a row, Lattice serves over 4,250 customers worldwide including Slack, Cruise, and Reddit.

Awards & recognition

Lattice Named One of Inc. Magazine’s Best Workplaces for 2022

Lattice, the people success platform, has been named as one of Inc. magazine’s Best Workplaces for 2022. Inc.’s Best Workplace program measures a wide range of research-validated workplace factors that impact employee engagement and satisfaction, and Lattice is proud to be recognized as an organization that has excelled in creating an exceptional workplace and company culture, both in offices and virtually.

Launching digitally May 10 and in Inc.’s May/June 2022 print issue, hitting newsstands May 17, the list took into account data from thousands of submissions to identify the final 475 honorees.

“A core belief of ours is that when companies invest in their people, it results in more meaningful work as well as more successful companies,” said Jack Altman, Lattice’s CEO and co-founder. “We’re thrilled that this latest recognition from Inc. demonstrates that we’re doing something right in investing in our culture and making work meaningful for Latticians – which we know will only help us make that vision a reality for the customers that rely on Lattice as well.”

Each company that was nominated took part in an employee survey which included topics such as management effectiveness, perks, fostering employee growth, and overall company culture. Lattice’s benefits were also audited to determine overall score and ranking. The strongest engagement scores through Inc.’s Best Workplaces came from companies that prioritize the most human elements of work and are leading the way in employee recognition, performance management, and diversity. Lattice is honored to be included among these organizations.

“We truly believe that investing in and engaging with our employees makes us a better run business, and helps us attract top talent that we wouldn’t have access to otherwise,” said Eric Koslow, Lattice’s co-founder. “For just one example, the ‘Invest in your People’ fund we launched in 2020 is a big part of this as a way of literally investing in our people, whether they are working for Lattice or moving on. It’s Lattice literally putting our money where our mouth is.”

Inc. is recognized as one of the world’s most trusted business-media brands and offers entrepreneurs the knowledge, tools, connections, and community to build great companies. Its award-winning multiplatform content reaches more than 50 million people each month across a variety of channels including websites, newsletters, social media, podcasts, and print. 

“Not long ago, the term ‘best workplace’ would have conjured up images of open-office designs with stocked snack fridges,” says Inc. editor-in-chief Scott Omelianuk. “Yet given the widespread adoption of remote work, the concept of the workplace has shifted. This year, Inc. has recognized the organizations dedicated to redefining and enriching the workplace in the face of the pandemic.”

Lattice is committed to maintaining our people-first culture so that we can help our customers do the same through our People Success Platform. Interested in joining us? Check out our Careers page

Lattice’s People Success Platform brings together all of the tools, workflows, and insights to help organizations develop engaged, high-performing employees and winning cultures.  By combining continuous performance management, employee engagement surveys, compensation management, and career development tools into one connected solution, Lattice can deliver powerful people analytics used by HR and People teams to drive impactful business outcomes.


Lattice Launches Individual Development Plans, Powering Both Short- and Long-term Meaningful Career Conversations

Lattice, the leading people success platform for businesses with people-first cultures, today announced the launch of Individual Development Plans (IDP) in Grow, a career development product within the Lattice platform. Grow provides transparency to employees’ career journeys as an integrated employee development solution that helps companies make expectations crystal clear, turn managers into career coaches, and give employees agency over their growth.

“Individual Development Plans mark Lattice’s continual commitment to empowering employees and enabling meaningful work environments,” said Eric Koslow, co-founder and CTO at Lattice. “We think that IDPs will be a powerful tool for organizations of all sizes and industries, allowing them to have deeper career conversations with their employees.”

When executed well, individual development plans created collaboratively between employees and their managers or supervisors help effectively define an employee’s short- and long-term career goals. They help employees and managers better understand and work towards the employee’s career aspirations, which increase employee engagement, and boost morale and employee retention. Yet while there are many benefits, managers and employees often find the IDP process challenging, leading to inconsistent application of IDPs or no application at all.

“Lattice’s IDPs will make it easier for our managers to support their direct reports with regular, high-quality career development, and our employees will feel more confident in charting their growth at our company,” said Balbina Knight, Director of People & Projects, at Thrive Digital. “It’s huge that these career conversations live in Lattice and can tie into our other people management tools.”

Lattice’s IDPs allow people leaders to activate a consistent and effective career development program, as bringing these career plans into regularly used people management tools ensures they happen more consistently. This transparency and consistency help employees feel supported and empowered by their company and ultimately reduce attrition. 

Lattice’s Individual Development Plans include our Career Vision feature for long-term planning, the shorter-term Growth Areas tool, and development conversation templates and reminders.

With the addition of individual development plans into Lattice’s Grow product, Lattice is the only unified performance management, employee engagement, and career growth platform built for people success. Learn more about Lattice’s new IDPs, Career Vision, and how it works with the Lattice platform by visiting: