lattice mercer

Introducing Lattice Compensation Benchmarking Powered by Mercer

When it comes to making smart compensation decisions, companies and HR teams often have a tough time getting access to the one thing that would help them make those decisions with more certainty — reliable compensation data. But without access to that data, companies may be referencing unreliable sources, leading to major issues that could impact how companies are compensating employees competitively, equitably, and fairly.

Today, Lattice is helping thousands of customers gain access to that critical data with the launch of Lattice Compensation Benchmarking Powered by Mercer now available through our Lattice Compensation product. Mercer is a global leader in redefining the world of work, reshaping retirement and investment outcomes, and unlocking real health and well-being.

Mercer’s data is integrated directly into the Lattice Compensation tool, giving teams everything they need to develop and execute smarter pay policy all in one place. And Mercer Compensation Benchmarking offers companies of all sizes the opportunity to tap into global, curated data based on their specific parameters, which include company size, industry, geographical location, and specific job titles, to make informed and equitable pay decisions.

Lattice Compensation connects performance and compensation to drive more effective strategy and transparency around pay decisions that can have a critical impact on both talent management and retention. With the addition of Lattice Compensation Benchmarking Powered by Mercer, Lattice customers gain access to necessary data in a user-friendly experience, offering new levels of efficiency, clarity, and ease to a historically complex, error-prone, and labor-intensive process for HR teams.

“In today’s dynamic talent environment, companies need access to fresh,  well-sourced and trusted benchmark data to inform compensation planning and policies,” said Michael Anderson, Workforce Analytics, Global Career Product Leader, Mercer.  “Getting pay right is essential to being considered by top talent and to retain current employees.  Lattice Compensation Benchmarking Powered by Mercer ensures that companies have access to trusted benchmark data when, where, and how it’s needed for data-informed compensation decisions.”

“The talent landscape is quickly evolving and HR leaders need to stay ahead of the ball to attract and retain top talent,” said Dave Carhart, VP of Lattice’s Advisory Services. “An effective compensation strategy is such a critical driver of employee retention and engagement, and the trends around distributed work and pay transparency alongside market shifts are only adding complexity to an already challenging process. Lattice Compensation Benchmarking Powered by Mercer enables companies of all sizes to build data-informed insights to make employee-centric pay strategies.”

To learn more, check out the details on Lattice’s Compensation’s page. And to learn more about how the Lattice Compensation can help your company make data-driven compensation decisions or to get more information on the full Lattice People Success Platform, schedule a demo from our team.


Empower Clarity and Consistency With Lattice Compensation

Pay is paramount. 

For modern companies, a strong compensation strategy can be the secret to retaining top performers and remaining successful. The evidence here isn’t just anecdotal: according to a LinkedIn study, businesses rated highly on compensation also have 56% lower attrition rates.

But setting up (and sticking to) a strong compensation strategy can be challenging. After all, it’s no secret that the traditional compensation management process is frustratingly complex, error-prone, and labor-intensive. 

At Lattice, we knew there had to be a better solution — so we built it. 

Meet Lattice Compensation

Designed to empower efficiency and equitability, Lattice Compensation helps HR teams put manual processes on autopilot and easily manage every part of the compensation review process in a secure, centralized hub. 

With Lattice Compensation, HR teams benefit from:

  • Clear compensation guidelines. Create a unified set of compensation guidelines using performance ratings, compensation ratios, and more — empowering clarity and consistency across the entire company.
  • Stronger collaboration and communication. Make compensation decisions more transparent and equitable for all. Our notes and review tools help managers, directors, and executives provide context about specific recommendations and actions.
  • Streamlined workflows. Manage every part of the compensation review process in one centralized place — finally putting spreadsheet stress in the past.

Here’s what one early adopter had to say about Lattice Compensation:

“Our compensation process to date has been largely manual and labor-intensive, with sensitive information spread across multiple platforms and spreadsheets. Lattice Compensation offered a world-class solution that consolidated all of our processes into one place, pulling in employee performance data to create a structure that allows for increased clarity and transparency around compensation cycles.” — Bill Haig, Vice President of Operations at GoodUnited

More than Compensation

Taking a look into a new feature of Lattice Compensation: easily shareable employee compensation statements designed to encourage proactive, transparent communication.

Picture this: a top performer is promoted, only to wait…and wait…and wait…for an official document communicating their new compensation package. Meanwhile, HR is stuck shouldering the time-intensive task of manually creating compensation letters for multiple employees across the organization.

Not only is this scenario aggravating for everyone involved — it’s also incredibly common. We knew there had to be a more efficient way of documenting and communicating employee compensation changes and promotions. And now it’s here. 

Built to make your life easier, our employee compensation statements help managers communicate compensation changes in real time. No more wishy washy conversations with direct reports while waiting for letters to be drafted — and no more employee confusion about what’s coming next. 

Now, managers can have meaningful comp conversations in a timely manner, equipped with all the data their reports care about seeing most. 

Try Lattice Compensation today

Ready to make your compensation management process more efficient, equitable, and effective than ever before? Schedule a demo


Lattice Announces New Compensation Management Product Bringing Transparency to Pay Decisions

Lattice, the leading provider of people success software that empowers business leaders to build engaged and high-performing teams and inspire winning cultures, today announced the release of Lattice Compensation, a new product offering aimed at connecting performance and compensation to drive employee engagement and retention. Lattice Compensation will streamline compensation activities within a secure, centralized hub that seamlessly incorporates employee performance data, giving employees more clarity and transparency into pay decisions and empowering employers to make more equitable choices.

“When it comes to talent management and retention, compensation has always been a critical piece of the full picture,” said Cara Brennan Allamano, Chief People Officer at Lattice. “At Lattice, we want to help our customer’s power employee-centric, holistic People strategies – and Lattice Compensation is a natural evolution of that mission, bringing new levels of efficiency, clarity and ease to a historically complex, error-prone, and labor-intensive process for HR teams.” 

A convergence of factors – including a shift in the labor market, increasingly distributed workforces, and rising inflation – are driving changing expectations around compensation transparency from employees while companies continue to focus on effectively managing employee pay. To stay competitive while navigating an uncertain economic environment, companies will need to execute dynamic compensation strategies that enable them to be flexible and reward top performers, while also including checks and guidance that ensure compensation practices are equitable, clear, and data-driven.

Lattice Compensation helps People teams make manual processes and complicated spreadsheets a thing of the past. By streamlining the setup and launch of compensation cycles and creating trackable workflows that seamlessly pull performance data, pay decisions become more equitable and data-informed than ever before. It also allows organizations, teams, and leaders to set compensation guidelines using performance ratings, compensation ratios, and more — empowering clarity and consistency across the entire company. 

“Our compensation process to date has been largely manual and labor-intensive, with sensitive information spread across multiple platforms and spreadsheets,” said Bill Haig, Vice President of Operations at GoodUnited. “Lattice Compensation offered a world-class solution that consolidated all of our processes into one place, pulling in employee performance data to create a structure that allows for increased clarity and transparency around compensation cycles.”

By gathering data on company pay bands, team budgets, and more into one intuitive tool, Lattice Compensation will also provide managers and team leads with the information they need to make and communicate pay decisions with transparency, which is increasingly important to employees in the new world of work. 

Lattice Compensation works within the wider Lattice platform and is designed to pull relevant data directly, drawing clear connections between employee performance and compensation and powering a more holistic approach to People strategy. 

“Having Lattice Compensation as part of the overall product of Lattice tools really ties everything together,” said Dan Smolkin, Head of People Operations at Aurora Solar. “As we’re talking about an employee’s journey with the company, being able to tie compensation in as another part of the product really helps drive everything home.”

Learn more about Lattice’s new Compensation product and join the early access program here. You can also learn more about how to evolve your compensation strategy here and in the Lattice library.


An Update on How Lattice Will Show Up in the Fight Against Racism

In June of 2020, the world reacted to the murders of George Floyd, Breonna Taylor, and Ahmaud Arbery with Black Lives Matter protests. Many companies made commitments and pledges to do more to help end racism and social injustice, Lattice included. In our post “How Lattice Will Show Up in the Fight Against Racism,” we committed to supporting anti-racism groups through contributions and to never tolerate racist behavior in our organization.

We leaned in and listened to our employees to help determine new opportunities that would support our commitment to creating a more diverse, equitable, and inclusive workplace and community.

We’d like to share our progress — the work that we are proud of as well as the work that still has a journey ahead.

Our Commitments to Fighting Racism

Partnerships and Hiring

Create a formal advisory role, both to partner with our ongoing internal DE&I work and to help guide future product development in ways that support DE&I.

  • In the fall of 2020, we hired Jen Fontan as a formal advisor to meet with employee resource groups (ERGs), the Lattice People team, and Lattice Advisory Services to support immediate change on making our company and processes more inclusive.

Start an internship program for Summer 2021 with a specific eye toward bringing three people from underrepresented backgrounds into tech.

  • Shayna Bulluck joined Lattice as a Recruiting Programs Manager, and will be leading the development of our formal internship program. This program will begin as a pilot with select teams for the first cohort.
  • Members of our recruiting team partnered with Path Forward for a Returnship program, from which two software engineers were hired (one of which has recently been promoted). We also participated in a sponsorship of Techtonica, a tech bootcamp for women and non-binary adults with low incomes. Lattice Engineers volunteered their time to support the cohort on projects, and Lattice interviewed members of the cohort and brought on one intern for 6 months. We recently extended a full-time offer to the intern we brought on.

Use platforms specifically designed to source candidates from underrepresented groups.

  • Lattice has used several new tools and platforms — including job posting and database Tech Ladies, job board and sourcing list Power to Fly, job board Rise, and Gem Analytics, which allows us to assess whether people move through each stage of the process equally and equitably.

Update our About Us page to amplify our DE&I efforts and appeal to a broader group of candidates.

  • We have added our diversity statistics and a listing for our ERGs, and linked to the original commitments blog post on our About Us page. We will continue to update this page and other pages on our company site to highlight our ongoing work around DE&I.

Conduct ongoing interviewing training for all Lattice employees around bias in interviewing.

  • All Lattice employees participating in the hiring process are required to complete training to understand best practices and expectations while interviewing. We have also implemented the use of interviewing scorecards, which are required for all candidates by all members included in the interview process. These ongoing training initiatives help ensure we are mitigating bias in the hiring process.

Employee Education

Host internal allyship and unconscious bias workshops to better educate our employees.

  • We are continuing to find opportunities to incorporate DE&I education resources into our long-term learning strategy for all employees.

Conduct manager training and provide resources related to DE&I.

  • We hosted a voluntary “Behaviors of Inclusion” training with LifeLabs in February 2022 (FY’23 Q1) to educate employees about working alongside people from historically excluded communities to achieve equity, inclusivity, and justice. These topics are also being incorporated into our learning programs.

Drive fluency in relevant ideas such as intersectionality.

  • We have begun to discuss how intersectionality in data will help to drive decisions. Intersectionality is more integrated into our safe-space monthly “Community Conversations” events.

Transparency and Accountability

Publish our compensation philosophy and conduct bi-annual pay equity reviews.

  • The People team finalized and internally shared our compensation philosophy structure and philosophy with the entire company, and ran its first fiscal cycle during FY’23 Q1.
  • Lattice conducts pay equity analysis annually and whenever there are significant shifts in our compensation strategy.

Publish our diversity statistics and initiatives publicly.

  • The People team shared our diversity stats to the entire company internally and added these stats to our website. These stats will be updated quarterly.

Lattice Culture and Policies

Offer Lattice for free to nonprofits that are doing work on behalf of racial and social equality.

Observe Juneteenth annually.

  • Juneteenth is now a Lattice company holiday for U.S. employees, as well as a federal holiday.

Make U.S.Election Day a company-wide holiday in presidential election years.

  • Lattice offered this holiday in 2020, and our People team actively provided resources to the company related to voting. This is not currently an official annual company holiday, but employees are encouraged to use paid time off to vote throughout the year as needed.

Create opportunities for new hires to share stories and insights about their originating cultures or families.

  • All new hires are encouraged to learn more about our ERGs and join during new hire orientation. Our ERGs host monthly Community Conversations that create safe spaces for people to share experiences, and discuss ideas, and raise awareness on important topics.

Embed the core concepts of DE&I into our company Core Operating Principles.

  • Lattice has developed a DE&I philosophy and guiding principles that support our company’s Core Operating Principles to drive our long-term commitment and initiatives.

Highlight our LOUD (Latticians Organizing Unity and Diversity) ERG members and host educational fireside chats during All Hands meetings.

  • Lattice featured anti-racism speakers in our All Hands meetings lineup to educate employees on different cultural perspectives and experiences. Just this year, we’ve hosted several dedicated fireside chats with speakers across the anti-racism spectrum — including poet Azure Antoinette during Black History Month and radio host Meena Kim during Asian American Pacific Islander Heritage Month. We’ll keep working on it, with a continuing focus within our All Hands content strategy.


Improve content and features in our tools to help People teams, managers, and individual contributors learn — as well as improving data visibility, planning, and follow-through to drive action.

  • This commitment of course is the hardest of all, but we feel excited about the progress we’ve made! 
  • We’re actively working on features that could help companies adhere to the core underpinnings of pay equity. Plus, our Grow and Marketing teams also rolled out a template gallery of competencies that could help customers create a more equity-driven career matrix program across their companies. 
  • And finally, the Lattice Advisory Services team is working with DE&I consultancy Peoplism to help customers drive more equitable performance reviews and feedback. Peoplism also worked with the Marketing team on our ebook, HR’s Guide to Making Performance Management More Equitable.

Employee Resource Group Program Enhancements

As we grow as a company, we realize that our DE&I needs and programs need to continue to grow with us. Here’s how we have further enhanced our ERG Program:

Increased ERG resources & support in 2021

  • A huge part of our internal work on these commitments has been shouldered by our ERGs made up of employees from marginalized groups. Since this work is largely volunteer-based and often goes on alongside employees’ full-time jobs, we wanted to make sure ERGs and their leaders are fully supported.

Give each ERG budgets.

  • Each ERG has a dedicated budget in order to provide more flexibility and autonomy for programming.

Compensate ERG leaders.

  • ERG leadership work is real work with real value to Lattice as a company and a significant time investment, and we need to treat it like that. Each ERG can create up to two compensated roles that would each be paid additional compensation annually.

Invest in ERG leadership

  • ERG leadership is a role that people take on  without the dedicated, formalized support that we might provide for other roles at Lattice, like onboarding or training. Now, ERG leaders have optional access to additional manager training, learning and development stipend, and mentorship.

Recognize contributions to our culture in performance reviews.

  • We’ve added an explicit question in performance reviews covering contributions to Lattice culture. These can be through ERGs but also through organizing team events, taking on actions from engagement survey action plans, onboarding and training, as well as other ways folks go outside of their job description to strengthen and evolve our culture. 

Building for Sustainability

While we have achieved a lot in the first 12 months of these commitments, we have truly been humbled by the work. Here at Lattice, we are now more than ever committed to fighting racism. We’re still committed to using our platform and our product to inform and educate others, as well as learning and bettering ourselves.

In May 2022, we hired Global DE&I Leader Kris Bell to drive our long-term commitment and develop our Diversity, Equity & Inclusion team. We are building for impactful, sustainable change in our organization and the world. We are proud and truly humbled by the immediate impact our teams were able to contribute. Lattice is still committed to being part of the change. We’re still committed to using our platform to lead by example and our product to inspire others to join us on the journey.


Anatomy of an Employee Lifecycle Survey Program

The best companies in the world establish an employee listening strategy that allows them to gather feedback from every meaningful moment across the employee experience, compare and analyze swiftly, and then act on their findings with confidence. But it’s not easy to build an employee lifecycle survey program. You need to be able to measure experiences from their first days as a new hire, to capturing deep dive semiannual engagement feedback, to ongoing pulse, all the way to retire, so you can understand the differences between what leads to long-term retention versus regrettable attrition. 

With Lattice, you can easily implement an employee listening program that helps you measure, analyze, and act across the entire employee lifecycle. There are three components to building a comprehensive strategy around employee feedback. 

  1. Listen continuously
  2. Analyze proactively
  3. Act confidently

Listen Continuously

Employee listening is about more than a once-or-twice-per-year engagement survey. People leaders need to be able to capture feedback at each moment in the employee experience to understand the factors that influence real employee outcomes like engagement, performance, development, and retention. 

  • Onboarding surveys – understand the pieces of the new hire experience that make a long-term difference for your organization
  • Deep dive engagement surveys – take the time every quarter or half to capture your people’s thoughts on their holistic experience and determine where to focus efforts
  • Real-time pulse surveys – home in on key areas that you want to improve or monitor, and determine whether your actions are having an impact by measuring frequently and consistently
  • Exit surveys – learn from those who are departing your company to find out what it was that drove them to a new opportunity and how things might have been improved for them.

Analyze Proactively

Answering the question “what does good look like?” is not as simple as it sounds when it comes to employee engagement. Every organization and every culture is different. It’s important to analyze results in the context of your own culture in addition to comparing against other organizations. Most importantly, this should be done on a proactive basis to identify trends so you can double-down on strengths and sniff out issues before they become problem areas.

  • Analyze each dimension of your culture – discover disparities between departments, geographies, performance levels and more to pick out the most important areas to focus within your company
  • Compare against your organization’s past – look at results from historical surveys of your own company to see what’s trending positively or negatively to pinpoint how you have or can improve.
  • Against specific groups – compare your responses to Lattice’s benchmarks in certain geographies, company sizes, and industries to see where you stack up against your peers
  • And globally –  learn where everyone is excelling or experiencing the same challenges as you with a global benchmark encompassing all Lattice customers.

Act Confidently 

It’s said that you should only ask for feedback as frequently as you’re able to act on it. We believe that, too. Some use this guidance to recommend surveying less frequently to avoid fatiguing employees. Instead, we ask why we can’t accelerate and shorten the path to confident action. It’s not enough for today’s employees to take six months or a year between engagement surveys to see change take place at their organization. Lattice Engagement gives organizations the power to quickly establish a baseline, identify the right places to take action, and in real-time, assess whether those actions are producing their desired results so they can invest further or course correct. 

  • Determine where you can drive the greatest impact – driver analysis and connected analytics for performance and engagement give people leaders the tools to easily and quickly identify where they can focus their efforts for the largest results within their company.
  • Action Plan – using action plans to share with the whole company where you’ll focus efforts to drive accountability and make employees feel heard
  • Assess – use pulse surveys to determine whether your action plan is making an impact on the questions you care most about in real-time

With surveys across the employee lifecycle, people teams can not only measure the employee experience at every phase, but identify the parts of work life that lead to attrition. This is crucial, not only because the Great Resignation presents short term challenges for companies to retain their employees, but long-term adjustments in what employees expect from work. Acting on employee lifecycle survey feedback could be the difference between regrettable attrition and long-term employee retention and engagement.

To learn more about Lattice Engagement and see why over 4,000 companies trust Lattice to drive People Success, check out, or schedule a demo with a product expert.

Industry News

Focusing on People Success to Drive Business Success

People are central to the success of every company. Every product, invention, innovation, and discovery was made by individuals or teams of people working together to achieve a meaningful goal. People are the heart and soul that drives every organization forward. And when you don’t help them succeed, they won’t help your company succeed — and they will leave.

Years ago, my cofounder Eric Koslow and I decided to leave a company we’d cared about deeply and invested a lot into because we saw what happens when a company doesn’t attend to its people with intentionality. We knew that not only was this not uncommon but that it was perhaps the norm.

Without a clear and persistent investment in people, companies can’t succeed.

This was the central insight that led us to start Lattice. We could see that the world of work was changing. We saw an opportunity to be the answer for companies that realized they could get better results when they put the employees’ interests first.

Now, work is changing yet again. An unprecedented two years of pandemic, hybrid work, and personal reevaluation have pushed people to rethink how and why they work. And as companies grow and need to hire quickly, the competition for talent in nearly every industry is at an all-time high. 

Rightfully so, employee expectations have reached new heights. Employees want much more than a transactional relationship. They want companies to invest in them as much as they invest in those companies.

  • They expect leaders to be transparent and authentic, to engage in a dialog about their needs, and to make quick and impactful adjustments in response. 
  • They want companies driven by a meaningful mission and they require a clear understanding of their role in that mission. 
  • They expect companies to offer more flexibility, in some cases asking for permanent shifts away from offices, yet expecting companies to keep them feeling connected and inspired. 
  • And ultimately employees want to work for leaders who not only meet these needs but who invest as much in their people’s long-term growth as they do in their short-term productivity.

We at Lattice want everything that we build to reinforce that symbiotic relationship between people and business success. From goals and OKRs to performance management to engagement surveys to employee development tools to People analytics, we want leaders and HR teams to have the tools and insights they need to ensure people success. 

We believe that People Success is the starting point for business success. While it can feel scary, we couldn’t have more conviction that if you trust the process of focusing on the success of your employees, the success of your business will follow.

Lattice’s People Success platform is the best way to start investing in your employees so they can invest in your business.


Lattice Announces New OKR and Goals Solution to Help CxOs and Operational Leaders Align and Engage Employees

Lattice, the leading people success platform for businesses with people-first cultures, today announced a new OKR and Goals product aimed at driving strategic alignment between organizations and their employees. This product helps businesses consistently set and manage goals and activate teams in order to stay aligned and on track for success.

“Beyond business growth, Lattice OKRs and Goals are meant to accelerate employee performance by connecting personal and team objectives to larger company initiatives and focuses,” said Dave Carhart, VP of People at Lattice. “When done right, goal setting can align all employees around a shared vision — encouraging a culture of top-down transparency and empowerment where everyone drives continuous impact for the business while also equipping employees to directly measure their contributions to the bottom line.”

The importance of transparency and operational efficiency throughout the organization has never been more important as companies struggle to align and engage employees in the new world of work and its heavy emphasis on remote and hybrid workforces. By going beyond surface-level mission statements, Lattice’s OKRs and Goals offer a tangible way for everyone in the organization to understand the company’s north star and rally around it at a department, team, and individual level.

Lattice’s OKRs and Goals offering ensures that organizational priorities stay top-of-mind by incorporating them into employees’ daily routines and conversations such as 1:1 meetings with managers, weekly updates, and other platforms in order to continuously guide work. While the OKRs and Goals was developed as a standalone product, it is most impactful when integrated into the wider Lattice platform to offer an intuitive way for goals discussions to be integrated into various conversations and milestones like performance reviews and career development/progression conversations. This enables employees to have insight towards goals as well as actionable, targeted feedback, and stronger performance centered on shared success.

In addition to being integrated across the Lattice platform, OKRs and goals set in Lattice can also be tied to other key productivity software tools including Salesforce, JIRA, Slack, and Microsoft Teams, among others.

Status dashboards and real-time progress data allow operations managers and business leaders to quickly view team-wide or company-wide status and identify areas to focus on to keep the business moving forward on the path towards success.

“By integrating objectives and goals into daily conversations across the organization, employees have more transparency to how they can directly impact the business and are better able to directly connect their work to the company’s overall mission and vision,” said Jack Altman, CEO and Co-founder of Lattice. “This makes work more meaningful for employees and directly ties people success to business success.”

Learn more about Lattice’s new OKRs and Goals product at:

About Lattice

Lattice is the People Success Platform that brings together all of the tools, workflows, and data to help leaders at organizations develop engaged, high-performing employees and winning cultures. By combining continuous performance management, goal-setting, employee engagement, compensation management, career development, and people analytics into one unified solution, Lattice helps HR, People, and Operations teams develop insights that build enviable cultures and drive impactful business outcomes. Ranked on the Inc. 500 Fastest-Growing Private Companies list two years in a row and certified as a Great Place to Work by 99% of its employees, Lattice serves nearly 4,000 customers worldwide, including Slack, Solera Health, Guild Education, and the Los Angeles Dodgers. Learn more about Lattice by visiting:

Awards & recognition

Lattice Wins Gold and Silver Stevie® Awards for National Sales Team of the Year and Customer Service Department of the Year

Lattice, the leading people success platform for businesses with people-first cultures, has been awarded both a Gold Stevie® Award for National Sales Team of the Year and a Silver Stevie® Award for Customer Service Department of the Year in the 16th annual Stevie Awards for Sales & Customer Service, announced today.

Both awards distinguish Lattice as not only a top organization but one that builds strong relationships and experiences for customers and prospects.

More than 2,300 nominations from organizations of all sizes and in virtually every industry, in 51 nations, were considered in this year’s competition. Winners were determined by the average scores of more than 150 professionals worldwide on eight specialized judging committees.

Lattice’s award-winning Customer Experience team prides itself on its commitment to helping customers achieve success with the Lattice platform. Supporting nearly 4,000 companies and their 500,000+ employees, Lattice offers strategic and tactical support to its customers – earning a CSAT (customer satisfaction score) of 96% and vast recognition from its customers.

“Supporting and guiding our customers through the turbulence of the past year has been a top priority,” said Gillian Heltai, Chief Customer Officer at Lattice. “We’re so proud to be recognized for our efforts and look forward to continuing to build strong relationships and provide an exceptional level of experience for our customers.”

Complimentary to Customer Experience, the Sales team at Lattice has seen equal amounts of growth and success since its inception. The team works hard to build real partnerships across the organization, becoming a core driver of collaboration within the organization. They have enabled Lattice’s growth to nearly 4,000 customers and over 675,000 active users across industries and geographies.

“Growing over 100% per year, while consistently exceeding revenue targets is exciting,” said Dini Mehta, Chief Revenue Officer at Lattice. “However, the team’s true measuring stick has always been its ability to successfully nurture talent and provide opportunity for development, both for our prospects and our internal team. We currently have 93% employee retention rate (unheard of in the industry) and a 2 to 1 ratio of internal promotions vs external hires.”

Given the evolving needs of performance management for international HR teams, Lattice Sales and Customer Experience teams have increased their global footprint to support international hours and cover from morning GMT to evening PST.

Details about the Stevie Awards for Sales & Customer Service and the list of Stevie winners in all categories are available at

Lattice is a people success platform that enables companies to make work meaningful for their employees. Interested in learning how Lattice might benefit your company? Consult with our team or request a demo.

About The Stevie Awards

Stevie Awards are conferred in eight programs: the Asia-Pacific Stevie Awards, the German Stevie Awards, the Middle East & North Africa Stevie Awards, The American Business Awards®, The International Business Awards®, the Stevie Awards for Great Employers, the Stevie Awards for Women in Business, and the Stevie Awards for Sales & Customer Service. Stevie Awards competitions receive more than 12,000 entries each year from organizations in more than 70 nations. Honoring organizations of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about the Stevie Awards at

Lattice Life

Announcing Lattice’s Move to a Remote-First Hybrid Work Model 

Hi team!

We have big news to share with you. TL;DR: We’re moving to a remote-first hybrid model!

There is no expectation of being in an office on a fixed day; because we are moving to be remote-first, we will not be setting a company-wide “return date.”

For most roles, Latticians will have the option to be either remote or connected to an office, and we’ll support either based on preference.

There still will be a small number of roles that need to be connected with an office based on the needs of the team; there will also be many people that choose to be connected to an office because they prefer it.

We will actively invest in bringing people together to collaborate and build relationships in person; this would be subject to current COVID/health risks and we will be flexible when there are individual limitations or concerns.

This will still be a journey — not every question will have an answer at this point and it will take time and effort from everyone to build strong remote-first communication and collaboration norms.

Leading With Transparency

The last two years have been quite a journey.

We’ve experienced and learned a lot — as a company, teams, and individuals. We’ve seen the ability of remote teams to perform at very high levels. We’ve seen the benefits of recruiting the best and most diverse talent when we open up our hiring to any location. We’ve learned new ways to create community virtually as well as have seen the particular benefits that in-person time can also bring. With Omicron, societies as a whole are also grappling with a future where COVID is with us for the long term and how we all learn to adapt to that.

We’ve always leaned into full transparency internally. We haven’t had all the answers, but we’ve believed that it’s important to bring you along on the journey as we’ve figured out a complex situation. As I shared in an earlier note, on the spectrum of communication styles between “certain but opaque” and “open and in-process” we’d always aim for the latter.

It hasn’t been easy. As we’ve kept an eye on the constantly shifting COVID landscape, we changed, revised, and edited our plans. We’re an increasingly diverse company and we’ve tried to be thoughtful about the many different circumstances Latticians face. Parents and other caregivers have faced particular challenges. We’ve expanded internationally and also hired nearly 100 Latticians who we already know are going to be full-time. About half of the company started when there wasn’t even an office to go to. It’s a lot to consider.

Trust has always been at the core of our culture. Trust is a result of shared experiences, vulnerable disclosures, and meaningful and authentic relationships. Trust is the foundation for communication, feedback, and healthy conflict. Trust is what will allow us to co-create something new together.

What It Looks Like

Everyone says hybrid work is here to stay, but what hybrid will mean in practice for different companies spans a really wide range. For us, remote-first hybrid means that most roles will have the flexibility to be remote or office-based and most teams will not have any regular expectation that they must be in the office. It also means that for company or broad department programs and norms, we will optimize for a world in which most people are virtual (whether remote or working from home that day).

This is still a hybrid model for a few reasons. First, we’ll still have offices and anyone (whether based in that office or remote) can decide to come into the office and work, subject to vaccination and any other safety measures. As we did during May/June and then Oct/Nov when cases were lower, we’ll also use the offices to support social connections for people to optionally participate in.

Second, there may still be some individual roles or teams that either need to or choose to be based in an office. For example, in EPD we already seek to organize teams based on location preference; when hiring a new engineer, we match them with the team aligned to their preference of being office-based or remote. For office-based teams, the team sets norms about when and how often they come into the office. 

Finally, there will still be times that teams gather in person and we’ll invest in supporting that. For example, a leadership team may gather together for an offsite or a cross-functional group may gather together for a planning session. Our ability to do this will fluctuate – several groups had planned in-person gatherings in February but then moved to virtual due to Omicron. We’ll invest in these, and we’ve already substantially increased our 2022 travel budgets in anticipation of this.

In some ways, at least for some teams, this is a big change. And yet in practice, we have basically already been in a remote-first hybrid model since May when we opened the offices. During May & June there was a lot of in-person activity in the office and then when Delta hit we emptied out. In October and November, we gathered for RfH, Halloween parties, and a lot of really good in-person planning. At the moment though, only a few people are in the office and we’re mostly virtual. Throughout the pandemic, many Latticians (including me) have worked from various locations while seeing family or friends.

Positive Impacts for Our Future Team

This approach will open up our ability to recruit candidates from as diverse a group as possible as well as provide options for Latticians, including parents and other caretakers, that best work with the other aspects of their lives. We know that there can be challenges too and that we’ll need to all work to ensure that whether someone is in the office or remote that everyone is included and equally supported in their career here.

Undoubtedly we all have many questions (many of which we will do our best to answer in follow-up FAQ and materials), but many of the most important questions about hybrid won’t be answered by an HR policy. What hybrid looks like in practice – how we communicate, collaborate, and ensure that everyone belongs – is for all of us to create together.

As always, please reach out with thoughts, feedback, and questions.



Lattice Achieves Record Growth in 2021 as People Strategy Continues to be Top Priority for Businesses

Lattice, the leading people management platform for businesses with people-first cultures, today reported record growth in its 2021 fiscal year summary report. This continued company momentum speaks to the significant market opportunity and demand for software that enables companies to build engaged, high-performing teams while providing people leaders with strategic, data-driven insights.

In today’s rapidly changing world of work, identifying the tools and processes that will enable organizations to build, manage, and grow high-performing teams needs to be an intentional part of any company’s overall people strategy. And that people strategy must evolve and scale with the needs of the business as well as engage and develop employees.

“Over the past year, we have invested heavily in building a people management platform that is not only critical for companies focused on attracting and retaining top talent, but also gives every people leader visibility into their teams to maximize employee insight, support, and growth,” said Jack Altman, Lattice CEO and co-founder. “As a result, Lattice has emerged as the essential tool for people-first organizations.”

As part of its record growth, Lattice has achieved a number of major milestones during its fiscal year, including:

Business Performance: Exiting the fourth quarter of 2021, Lattice reported over 110% year-over-year ARR growth. Further, the company increased its customer base by more than 40%, including Calm, Imperfect Foods, and Article. Additionally, in March 2021, Lattice closed its Series E fundraising round, bringing the company to unicorn status. Less than 10 months later in January 2022, Lattice closed its Series F fundraising round at $175 million led by Tiger Global, bringing the company valuation to more than $3 billion.

Employee Growth: From January 2021, Lattice grew headcount to more than 480 employees – over 150% year-over-year growth since January 2021. Lattice also strengthened its leadership with senior hires across all departments as well as welcomed the addition of a new board member, Sandra Smith.

Product Innovation: Over the course of 2021, Lattice announced several products including a new powerful OKR and Goals solution, significant improvements to Performance Reviews, and a new Compensation Management solution to arrive mid-2022. In addition, Lattice released more than 8,250 features and product updates to meet and exceed user needs. Most recently, Lattice launched a host of new integrations and partnerships with HRIS systems, Grow career architectures, and action planning. To end 2021, Lattice also ranked as the top Momentum Leader on G2’s Winter Momentum Grid reports for Performance Management, Employee Engagement, OKRs, and Career Management.

Additional Activity: In September 2021, Lattice officially expanded its focus internationally with a European headquarters in London, UK as well as hit record attendance at it’s Resources for Humans Virtual conference, headlined by Serena Williams. In January 2022, Lattice received Great Place to Work Certification™, with 99% of employees saying Lattice is a great place to work.

About Lattice

Lattice is the people management platform that enables people leaders to develop engaged, high-performing teams. By combining continuous performance management, employee engagement, development, and growth in one solution, HR and People teams get powerful, real-time analytics that leads to actionable insights turning managers into leaders, employees into high-performers, and companies into the best places to work. Based in San Francisco, Lattice serves over 3,700 customers including Slack, Cruise, and Reddit, and was ranked no. 22 on the 2020 Inc. 5000 Fastest Growing Private Companies list and recently achieved a one billion dollar valuation in early 2021.