Introducing Employee Health

In today’s workplace, you rarely see it coming. One day, your high performer is delivering results — and the next, they’ve handed in their notice. You scramble to ask why, and what could’ve been done to prevent it.

With Lattice’s new Employee Health feature, HR teams can stop relying on hindsight and start seeing risk in real time.

Available July 23 to all customers using both Lattice HRIS and Performance, Employee Health gives you an early signal of potential turnover risks before they become painful realities. By analyzing data across team stability, growth, feedback, sentiment, and tenure, Lattice surfaces a simple score for every employee: high, medium, or low health. That score reflects the likelihood that someone may be at risk of leaving, giving you the insights you need to act quickly and thoughtfully.

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Turnover is costly. So is waiting too long to act.

Parting really is sweet sorrow. We’ve all felt the ripple effect of a regrettable departure. The loss of institutional knowledge. The impact on team morale. The productivity dip that follows. 

"And that’s before factoring in the cost to replace the person — on average, up to $200,000 for a high-performing employee,” said an HR leader at a growing AI company.

Employee Health helps companies get ahead of that. It doesn’t just point out who may be at risk. It helps HR teams bring forward the why. Whether it’s multiple manager changes, a lack of recent career movement, or missed feedback opportunities, the feature makes it easy to spot what might be affecting someone’s likelihood to stay, and intervene with care.

As Claudia Alonso, Sr. People & Culture Manager at Unybrands put it:

It’s a really good indicator that you'll dig in from there… there’s still a need for that human element.

Scale your HR impact, even without a full team.

Employee Health is designed with lean HR teams in mind. It acts like your assistant, pointing you to where your attention is most needed.

Claudia shared how the feature is transforming their quarterly check-in process:

We are actually looking into this next quarter… seeing if we can actually use Employee Health Score in a way that will cut our work. We could do it in two weeks instead of four.

Instead of chasing down 60+ managers for gut checks, her team can now zero in on the areas that actually require intervention, freeing them to focus on action, not just admin.

Make comp and growth conversations more data-driven.

Employee Health also supports deeper, smarter conversations around compensation and development. Managers gain critical context on compensation history, recent role changes, and other factors that give them a full picture of direct reports’ sentiment and needs. No more loose notes, spreadsheets, or vibes — it’s simply all in Lattice.

As Claudia described it, “We created a gigantic spreadsheet during comp cycle with notes like: ‘this person is a flight risk.’ If that information is already surfaced in Employee Health, we don’t have to rebuild that from scratch.”

By centralizing indicators like title history, feedback cadence, and team stability, HR teams can ground compensation and promotion decisions in real patterns, not just anecdotal evidence.

Rachel Moore, VP of People at Sendle emphasizes:

It’s about care and connection — not monitoring or triggering consequences.

Not just a score, an entry point to support.

For leaders like Kaitlin Graves, VP of People at Pagefreezer, the value of Employee Health isn’t just about the individual signal, it’s the opportunity to zoom out.

This means I don’t have to be in spreadsheet mode anymore…It’s a huge step in the right direction.

When used alongside performance reviews and engagement surveys, Employee Health enables a holistic understanding of what’s going on inside your teams — especially when high performers show signs of dissatisfaction.

"If I see that people rated as ‘advancing’ also have low comp satisfaction and low Employee Health — that’s a problem I need to fix immediately."