Treat yourself with a little gift just for you. No strings attached.
Adventure Kit includes:
Lattice transforms your people strategy by connecting performance management, employee engagement, and career development in one unified solution.
Ensure your employees are in the driver's seat with tools built for their success.
Engaged employees deliver business results. Collect feedback from everyone in the organization, find insights, and plan for effective action to build the culture you want.
Get to the heart of your employee experience with one question.
Capture real-time feedback about your company culture.
Act on employee feedback and turn your company into the best place to work.
Automated onboarding surveys.
Bridge the gap between people operations and business operations.
Transform talent management into talent acceleration.
Easy-to-launch plans that your employees will actually use.
Make employee expectations crystal clear.
Illuminate pathways toward career advancement.
Turn managers into career coaches.
Drive impact and innovation with advanced people analytics.
Parse open-ended comments to uncover insights that scores canāt.
Get insights to build a more productive environment for all employees.
Connect data from performance, engagement, development, and more.
Confidently answer the toughest culture questions.
Keep a real-time pulse on your people.
Connect performance and compensation to drive employee engagement and retention
Access to exclusive, industry-leading benchmarking data
Easily communicate compensation changes with employees and managers
Reward top performers by connecting compensation to performance
Setup, launch, and track compensation reviews from a centralized hub
Every organization is different and needs a unique people strategy. With our six defined models, anchor on a set of practices to build your people program.
In fast-paced environments, implementing a 4x2 program model empowers managers to give relevant, timely feedback. This approach aligns well with quarterly goal setting, meaning that OKRs could end up guiding much of the evaluation. Another way to distinguish quarterly reviews like these is to break them out into two categories: performance reviews and development reviews. For example, traditional performance reviews might occur in January with development reviews scheduled every quarter for the rest of the year. These lightweight reviews encourage teams to reflect on the prior quarter and set and check in on career development goals as well.
Who should choose this model?ā
Ensure your employees are in the driver's seat with tools built for their success.
Your employees want to feel heard. Listen, reflect, and respond to engagement feedback to retain top talent as your business grows.
Get to the heart of your employee experience with one question.
Capture real-time feedback about your company culture.
Act on employee feedback and turn your company into the best place to work.
Automated onboarding surveys
Bridge the gap between people operations and business operations.
Transform talent management into talent acceleration.
Easy-to-launch plans that your employees will actually use
Make employee expectations crystal clear.
Illuminate pathways toward career advancement.
Turn managers into career coaches.
Drive impact and innovation with advanced people analytics.
Learn how your employees really feel.
Build a happier, healthier, and more productive environment for all employees.
Connect data from performance, engagement, development, and more.
Confidently answer the toughest culture questions.
Keep a real-time pulse on your people.
Put manual processes on autopilot with our streamlined setup, launch, and tracking workflows. Seamlessly include performance data in your compensation review process.
Access to exclusive, industry-leading benchmarking data
Easily communicate compensation changes with employees and managers
Reward top performers by connecting compensation to performance
Setup, launch, and track compensation reviews from a centralized hub
We've seen completion rates for performance reviews increase over time ā cycle upon cycle ā because of Lattice.ā
I would tell other HR professionalsā¦ if youāre working on performance strategies with senior leadership just get Lattice. It will solve everything. Literally.ā
We never had a tool that made it easy to facilitate developmentā¦ Lattice Grow is the missing piece to holistic talent management.ā
Lattice collected our feedback directly. As a customer, it was great. It made us feel like they were building the feature just for us.ā
We ultimately we went with Lattice because it was simple and easy to use for admins and users.ā
