Lattice Product Updates

We’ve updated Peer Selection, Writing Progress, and Sharing Progress performance review exports to ensure you have all of the data you need to effectively manage and analyze the results of a review cycle.

Did you hear the news? Lattice HRIS will be publicly available next year and is designed to work seamlessly with the Lattice Talent Suite and all other HR tools you currently use to tie every aspect of your employee experience together.

We've added compa-ratio to recommender and approver views so that managers can use it as a reference point when reviewing employee compensation. Compa-ratio will also be visible to Admins in the All Compensation Changes view.

Use pre-designed templates to quickly spin up new reports on key program metrics. Then customize and save your reports for easy future reference.

You can now easily include hourly employees, in addition to salaried, within your compensation cycles.

You can now bulk select managers on the Roles page of cycle setup to include or exclude them in the cycle as compensation recommenders or approvers.

We've updated the left navigation within Reviews from a tabbed structure to a dropdown and updated the name of the sections. “You,” “Team,” and “Admin” are now called “Your reviews,” “Your team,” and “Admin” respectively.

We’ve built a native way for admins to upload the Carta template directly that should make it much easier to get Carta data into Lattice.

Managers participating in the compensation cycle as recommenders or approvers can now view a read-only version of their pay change recommendations after submitting their compensation review.

We’ve revamped the compensation bands tool to allow for easier navigation, more intuitive editing, and better band visualization.

We’ve made it easier to find and use all of your adoption data by consolidating 1:1s, Feedback, and Updates reporting into the Analytics Explorer.

This feature allows admins to select which employees or employee groups they want to enable the ‘Total Compensation’ view for.