Lattice Product Updates

Admins can now hide specific columns to enjoy greater flexibility and control over the displayed information.

Lattice Talent Reviews now features distinct phases (Pre-launch, Launch, Start Calibration, and Close Cycle) and improved bulk uploads for calibrated ratings, making it faster for companies to identify their workforce’s performance and potential at any time.

A new experience for calibrations, including a redesigned UI that that makes the most of your screen space, shortcuts for accepting, changing, submitting, or reverting employee performance ratings, and easier ways to show or hide columns and perform bulk actions, like adding tags.

Admins can now add or remove participants even after a survey is launched. Enjoy greater flexibility for including late respondents or removing those no longer with the organization or on leave.

We’re integrating 28 new industry, region, and aggregate engagement benchmarks from Mercer, with over 60 additional country benchmarks available upon request. These benchmarks provide valuable comparative data, helping organizations set realistic goals and identify best practices for enhancing employee engagement.

New analytics features provide real-time tracking and detailed insights into compensation spending and budget management, helping you stay on top of budget allocations and ensure fair distribution.

Introduced better full-screen experiences in end-user Performance Reviews and admin Goal Cycles.

Efficiently search for fields in menus with ten or more options. This feature highlights matching terms and field categories, making the process of locating specific data more smooth.

We introduced a new results experience for org chart reviews. This new reporting now includes all rating questions, goals, competencies, and weighted scores. With enhanced performance and the ability to use all fields for comparisons, breakdowns, and filters, this feature provides admins with deeper insights for a more comprehensive reporting experience.

A facilitator role to help bridge the permissions gap between admins and calibration group participants

Admins can now modify the approval chain during setup and within active cycles, offering greater adaptability for changes like manager absences or organizational shifts.

We’ve upgraded the compensation benchmarking to a quick filters pattern, replacing the clunky drop-downs with easy access to commonly used filters without needing to click into the full filter menu.

Now available for managers when they complete downward reviews. Managers will be able to see same-cycle review data — including self, peer, and upward reviews — allowing for a more effective reviews-writing process.

Admins can now see the number of talent reviews submitted vs. outstanding during an active Talent Review. Admins can also send reminders to reviewers who have not yet completed their talent reviews.

Admins can now choose between “Basic” or “Strong” anonymity settings for engagement surveys on recently closed or launched surveys. Basic protection protects anonymity by hiding responses from groups that are below the anonymity threshold. Strong protection fully protects groups smaller than the minimum participant threshold against indirect identification. To see if this update is available for your survey, go into the settings section.

Added new budget visualizations to help cycle admins and approvers can monitor their spend and progress during the cycle.

You can now include a New Job Title in addition to the optional job architecture fields and hide the promotion field if a promotion did not occur in the recommender card. We’ve also added a banner to the promotions set-up page that explains the process of running promotions during a compensation cycle.

Admins and approvers can now sort, group, and organize their compensation data within the table view. We’ve also added additional table fields like variable pay and guidance to ensure you can always see what they need.

We’ve updated our terminology to reflect the diverse nature of modern teams, accommodating contract and contingent workers alongside traditional employees.

Before, Lattice users could create a dynamic group based on manager, department, job function, user type, or custom multi-select/multi-choice field. Admins can now create groups using any field!

When a user downloads any CSV within a review cycle and selects “Include all fields,” exports will now include all custom attributes that the user has access to.

We’ve updated the way our filter bars look and feel to unify the experience and drive consistency while also helping to reduce clicks for more efficient filtering.

Managers can access comprehensive AI-generated summaries of all feedback their reports received over the past 3, 6, or 12 months. These summaries aim to assist managers in writing more informed reviews while reducing recency bias. Both features are available on an opt-in basis, requiring activation by the company's super admin.

Admins and engagement admins can now quickly analyze survey results with AI-generated insights. As soon as a survey concludes, these insights will help identify opportunities to enhance engagement levels within your company.