Run review cycles that work for your organization
Whether you run annual reviews, quarterly development cycles, or project-based reviews, Lattice adapts to your needs.Learn more
Ensure productive communication between managers and reports
Make meetings more effective by getting the context you need for a productive conversation.Learn more
Optimize performance through a culture of continuous feedback
Don’t wait until the annual performance review to get feedback from managers and peers.Learn more
Recognize and celebrate employee wins
With Praise, everyone can see that public recognition — directly in Lattice, in Slack, Microsoft Teams, and on in-office screens.Learn more
For HR teams
A customizable solution that people teams can tailor to build a culture of continuous feedback, growth, and accountability — improving performance across employees and managers alike.
Performance management is so important because it connects individual performance – what is required and expected – to the collective performance of the company. That way, somebody can really understand where they are, not just as an employee, but as part of the fabric of the company and in the marketplace.
Give managers the tools they need to understand how their team is performing in real time and become better coaches.
Lattice gives managers all the tools they need to be effective and manage their teams proactively as opposed to reactively. It allows for that two-way relationship between manager and direct report to happen more naturally and more consistently.
Intuitive tools employees can use to communicate, request feedback, and take ownership of their growth and development.
Lattice has helped us create a system that’s predictable not only for our people team but also for our employees. They know what to expect, when to expect it, and what tools they’re going to use to do it.
Every tool you need to power strategic HR
See how Performance connects with the rest of the Lattice platform.
Run performance reviews to align employees on where they meet, exceed, or fall short of their roles' expectations.Learn more
Connect engagement and performance data to understand regrettable turnover risks.
Integrate OKRs into performance management to create alignment and drive achievement against top business priorities.Learn more