Ask any questions you want in the review. You’ll be able to customize the rating scale, add multiple choice questions, and even make questions optional.
Not ready to make your own review questions? No problem. We’ve helped companies run thousands of reviews, and have learned a few things along the way. Lattice comes pre-built with a few templates to help you get started
Bring performance goals into the performance review by using our goal question performance review question type.
Customize emails throughout the review process, so that you can control the employee experience.
Track progress on the entire review process and monitor where each employee stands within the cycle.
Make sure every employee participates with the cycle without annoying reminder emails and chat messages.
Manage the selection process from the admin dashboard where you can track progress and nudge employees when necessary.
Set your review cycle up to run automatically based on your schedule or manually move the cycle forward.
Build automated cycles that run on their own, so you can onboard that employee or just set and forget.
Step-by-step process for HR teams to launch and run a review cycle. Whether it’s your first time running a review or you’re an old veteran, we guide you through the process and allow you to customize along the way.
Organizes all of your reviews in one place, so you can just go down the list and provide feedback to your colleagues, and managers.
Bring goals & feedback into the review to help reduce recency bias and provide necessary context.
Managers can organize review responses, and provide a consolidated snapshot of feedback to reports.
HR teams can choose to make peer feedback anonymous
Share review feedback with employees either through a web page or PDF. You can sort feedback by question or reviewer.
With one clicks managers (and HR teams) can share feedback with employees.
Store all of your past review cycles to create a baseline / template, so yo don’t need to start from scratch.
The ability to add a performance and behavior score for each review cycle, so you can aggregate data on the company’s performance.
Aggregate all of your performance review data to identify top performers and employees who need help.