Every organization says people are their most important asset. But most aren’t investing in them with the same intention they apply to revenue goals or product roadmaps. The result? Unnecessary attrition, flatlining engagement, and leaders stretched too thin.
Lattitude helps you activate your people strategy by equipping employees to grow, connect, and lead—with measurable business results. From onboarding to offboarding, we deliver ROI that isn’t theoretical. It’s real, trackable, and immediate.
Your employees aren’t standing still. They’re advancing, plateauing, rethinking, and preparing. Lattitude meets them at every point in the journey to accelerate growth and prevent unnecessary loss.
New hires don’t just want to be welcomed—they want to be seen, developed, and guided. Lattitude fast-tracks their impact by giving them direction and support from day one.
This is the danger zone where motivation dips and retention risk spikes. Lattitude re-engages mid-career talent with structure, visibility, and new paths forward.
Experienced team members carry institutional knowledge and cultural depth. Lattitude helps you turn that wisdom into impact before it walks out the door.
Each pillar was designed to solve a specific growth or retention challenge. Use them together or separately to create a strategy that fits your workforce.
Feedback means nothing without follow-through. Most survey tools stop at data. Lattitude connects employee insights to real programs that drive growth and retention. Lattitude is:
Objection: “We already use surveys.”
Response: That’s the point. Lattitude turns feedback into strategy—not just charts.
Growth without direction is frustrating. Lattitude helps employees understand where they can go, and how to get there, without overcomplicating your org chart. Lattitude offers:
Objection: “We haven’t built career paths yet.”
Response: You don’t need to. We help you start simple and scale as you grow.
Mentorship works—when it’s structured. Lattitude gives your organization a framework for consistent, meaningful mentoring that actually lasts.
Objection: “We tried mentoring—it fizzled.”
Response: Ours doesn’t. We provide the structure and nudges that keep it going.
One mentor isn’t enough. Lattitude helps employees build their own Personal Board of Advisors, offering alternative perspectives and supportive advice. Lattitude provides:
Objection: “This feels too advanced.”
Response: It’s not. It’s modern mentorship made scalable.
Leadership doesn’t come from a one-and-done seminar alone. It comes from ongoing self-awareness, action, and accountability. Lattitude gives employees the foundation to grow intentionally including:
Objection: “We already use LinkedIn Learning.”
Response: They rarely address mentorship and career guidance in an easily actionable and timely manner.
“Career paths don’t need to be perfect—they just need to exist.”
Plug in your organization’s real numbers to see your custom ROI potential. In under 60 seconds, you’ll have projections you can share with your team.
How do I get buy-in from the decision makers in my organization?
Great question – https://golattitude.com/how-to-turn-no-into-yes-a-step-by-step-guide-for-talent-leaders/
How fast can we launch?
Pilot programs launch in 2 to 4 weeks. Full rollouts typically take 6 weeks.
How much internal work is required?
Minimal. One internal project lead is enough. Our team handles the rest.
Can we select specific modules?
Yes. All five pillars are modular—use one or combine them to fit your goals.
How do we measure success?
You’ll get detailed reports on usage, engagement, retention, and development outcomes.
“Lattitude helped us retain key emerging talent during a tough budget year. Our people felt seen, supported, and more prepared to lead.”
87 percent of admins say Lattitude made mentoring manageable
25 to 40 percent reduction in attrition in pilot cohorts
92 percent of users feel more confident in their future at work
“Growth doesn’t happen by accident. It happens by design. Let’s build it—together.”