Lattice Frequently Asked Questions

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Start by measuring the current state of employee engagement. With Lattice’s AI-powered tools like Pulse, eNPS, and Survey Benchmarks, you can quickly get a snapshot of the strengths and weaknesses of your current engagement programs. Then, use these insights to inform your engagement activities.

Use structured interviews, diverse panels, and consistent evaluation criteria. Ask HR for DEIB interview training or inclusive job description templates.

Training sessions are scheduled regularly. Employees will be notified in advance and are encouraged to participate. Induction training is mandatory for all new employees.

Feedback can be submitted to the health and safety officer or through the employee suggestion system. Regular team meetings also include a health and safety agenda item to encourage open discussion and feedback.

By providing insights into both employee performance and engagement metrics, Lattice's analytics software enables organizations to identify areas for improvement and implement strategies to enhance employee satisfaction, productivity, and retention.

By providing accurate, real-time market data, Lattice's Compensation Benchmarking empowers organizations to proactively identify and address internal pay disparities, fostering transparent compensation conversations and promoting fairness.

Lattice's DEIB Analytics provides insights into whether specific employee groups feel a sense of belonging, are treated with respect, and are supported by the organization. By identifying these cultural red flags, companies can act quickly to address and resolve them.

Employees account for 70% of business operating costs. With Lattice, small businesses make the most of their most critical investment: their people.

Establishing people practices like performance reviews, OKR + goal setting, 1:1s, and employee health screenings early saves small businesses from getting trapped in an expensive cycle of constant employee churn and re-hiring.

Lattice’s software provides insights into new hires’ experiences, helping HR teams refine their onboarding strategies. By identifying gaps in training or communication, organizations can create a smoother and more engaging onboarding experience​​.

By linking individual performance to team goals and company priorities, managers can tie employee development to what the company is trying to achieve. Goals, OKRs, and clear role expectations help keep development focused, intentional, and in line with company needs. For example, building leadership skills can help with succession planning, while strengthening time management skills can help teams meet deadlines.

Managers can create goals for their direct reports, align them with department or company objectives, and monitor progress through Lattice's platform. This collaborative approach ensures that individual efforts contribute to broader organizational success.

Organizations can normalize improvement by embedding feedback into everyday work, not just formal review cycles. Recognizing progress, effort, and learning helps shift the focus from “what went wrong” to “what’s next.” Leaders should model openness to feedback and strive to improve, too, so personal development becomes an expectation across the entire organization.

A successful HR audit isn’t measured by how thorough the review was; it's measured by its outcomes. The true test is whether the audit led to better decisions, reduced risk, and more effective people practices for your business.

The 360-degree performance appraisal method collects feedback from managers, peers, and direct reports to create a fuller, more balanced picture of employee performance.

AI agents protect sensitive employee data in three primary ways — restricting access, minimizing the data footprint, and enforcing strict privacy controls. With Lattice, for example, the Agent only accesses information a user is already permitted to see, and organizations can restrict access to uploaded documents to specific groups.

AI reduces manual work and improves decision-making by automating manual tasks like drafting reviews, summarizing feedback, and managing repetitive workflows. AI can also quickly analyze employee data to pull out insights that can improve retention, engagement, and performance.

In a matrix organization, employees report to more than one manager, typically a functional manager and a project manager. Functional managers focus on long-term development and expertise, while project managers oversee day-to-day tasks, timelines, and deliverables tied to specific initiatives. Because employees work across multiple reporting lines, matrix organizations can coordinate work more flexibly across functions.

Your IT department should be part of any process to evaluate people management platform providers. That’s because integrations with other human capital management (HCM) solutions can turn separate HR platforms into a single source of truth, automatically feeding accurate employee data to platforms that focus on benefits, compensation, and other areas.

That connectivity cuts down on manual updates or mismatched records and ensures reports line up cleanly across the organization. “You don’t have to worry about which systems are receiving updates, because the HRIS system typically will integrate and save you all of that hassle,” Young said.

Compensation management platforms create a single source of truth for compensation data. This means teams can apply consistent rules to decision-making, and proactively identify pay gaps through analytics and reporting.

Linking compensation to performance data improves the consistency and equity of your pay decisions. Managers and HR can use objective data from performance reviews to make informed decisions on merit increases.

This creates a clear throughline between performance and pay — meaning employees feel fairly rewarded compared to their peers, and have a transparent frame of reference for what it takes to achieve a raise.

Peer feedback may be used in roles that require cross-functional collaboration. It’s typically anonymous and intended to support growth, not penalize performance.

Habits is where the day-to-day work happens: check-ins, updates, feedback, and questions. When paired with Lattice Goals and Performance, those everyday signals can roll into goal progress and performance conversations. Lattice AI can help summarize updates, surface talking points for 1:1 and group meetings, and suggest follow-ups so nothing falls through the cracks.

By embedding IDPs into regular activities like one-on-one meetings and performance reviews, Lattice ensures that career development remains a continuous focus. This integration helps employees stay aligned with their goals and adapt their development plans as they progress.

Knowledge Vault is the repository for all your company information — the source of knowledge the Lattice AI Agent uses to answer questions. Your admins can upload and sync key documents, such as legal documentation, policies, and employee handbooks. When managers or employees ask questions, the Agent uses those documents to provide contextual answers in seconds. Employees can also upvote or downvote answers to provide feedback to admins about response quality.

Lattice supports fast-growing and innovative tech companies by streamlining performance management, engagement, and goal alignment. The platform brings these tools together in one place to help companies stay focused on scaling their teams and fostering a collaborative culture, while giving managers and employees clearer visibility into priorities and progress.

Lattice AI Agent helps automate routines, summarize feedback, and delivers personalized coaching that helps managers support their teams while also developing their own skills. By asking the AI Agent questions, managers can quickly find out the best way to support employees, prepare for tough conversations, highlight feedback gaps, and more.

Lattice enables professional services firms to set and track goals across the organization, ensuring that individual and team objectives are aligned with strategic business priorities. This alignment fosters a culture of accountability and drives business success.

Our award-winning customer service, which has earned a 99% satisfaction score from onboarded customers, lets you to get the right answers to urgent questions. Rather than getting an unhelpful auto-reply, Lattice is focused on connecting you with functional support via phone, email, and chat. You'll have a dedicated team that is commited to making the Lattice journey seamless.

Lattice surfaces team analytics, updates, goals, and more into one dashboard so that managers can easily keep a pulse on how their teams are progressing and where they may need extra help.

Lattice calculates eNPS by subtracting the percentage of detractors from the percentage of promoters. The result is a score ranging from -100 to +100, providing a clear measure of employee sentiment.

Lattice surfaces team analytics, updates, goals, and more into one dashboard so that managers can easily keep a pulse on how their teams are progressing and where they may need extra help. HiBob stunts a manager's ability to be effective without 1:1s and weekly updates.