Connected by Design: How Lattice Keeps Performance Data Moving

HR teams know this feeling well: performance ratings live in one place, headcount data in another, compensation benchmarks somewhere else entirely. By the time a comp cycle or promotion conversation rolls around, someone has already spent hours exporting, reconciling, and explaining discrepancies that shouldn't exist in the first place.

That's a systems problem, not a people problem. And it's one HR deserves better tools to solve.

Performance data is most useful when it moves.

Your system of record captures the essentials: org structure, headcount, payroll, compliance. It's irreplaceable. But it doesn't capture how your people actually perform — the feedback, the progress toward goals, the talent signals that managers and employees generate every day.

That's what performance systems are for. The problem is that when these two worlds don't talk to each other, HR ends up in the middle, manually bridging data that should already be connected. Decisions get delayed. Reports go stale. The case for a raise or a promotion gets built on last quarter's export instead of a live, defensible picture of someone's impact.

There's a better model: one where every great system of record has a system of performance to match, and the two work together rather than in parallel.
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Browse Lattice Integrations

Lattice believes in an open ecosystem.

Lattice is built on the belief that performance data should be accessible, governed, and reusable, not locked inside a single tool. HR tech stacks are complex, and the goal isn't to force consolidation. It's to make sure the data generated in Lattice (reviews, feedback, goal progress, talent reviews) can flow to wherever decisions actually get made.

That means performance signals that are accessible where leaders work, structured enough to support defensible decisions, and flexible enough to fit the stack your organization has already built.

Today, Lattice integrates with more than 20 systems across workforce management, communication, productivity, and identity — including ADP, BambooHR, HiBob, Rippling, UKG, Workday, Slack, Microsoft Teams, Salesforce, and more. These connections are designed to keep your people data accurate and your programs up to date, without requiring HR to manually bridge the gap.

When data flows, better decisions follow.

When performance data travels where it needs to go, a few things shift in meaningful ways.

Pay-for-performance decisions become easier to defend. Succession planning conversations get richer, because managers walk in with a fuller picture of who's ready to step up. And HR leaders spend less time reconciling discrepancies and more time on the strategic work their organizations need.

The throughline is trust. When you know the data is accurate and its lineage is clear, you can make the case with confidence.

Here’s what we’re building next.

We're making Lattice performance data more configurable, more connected, and easier to act on. That means more customization for how performance data is structured and surfaced, deeper two-way integrations with workforce systems, and a stronger partner ecosystem built around the workflows HR teams actually run.

We'll share more as these capabilities come to life. And if your team is navigating disconnected systems today, we'd love to show you what a more connected people tech stack can look like. Explore our integrations and schedule a demo today.