Lattice Frequently Asked Questions

Lattice AI Agent is built directly into the performance management workflow, so managers and HR teams get AI assistance where the work actually happens. It can summarize performance reviews so managers spend less time synthesizing feedback and more time acting on it, suggest talking points for 1:1s based on recent activity, generate first drafts of review packets, and surface coaching prompts to help managers give more consistent, meaningful feedback. Lattice AI Agent is included standard with all Lattice subscriptions.

Sentiment analysis in Lattice interprets employee survey comments to identify positive, neutral, and negative trends. This feature helps HR teams prioritize areas of concern and take proactive action​​.

OKRs software enables organizations to align objectives across teams, prioritize strategic goals, and track measurable outcomes.

By facilitating regular check-ins, Lattice's one-on-one software provides a platform for managers to discuss career growth, address challenges, and remove roadblocks, thereby supporting employee development and progression.

While HRIS and HCM platforms primarily provide companies with a system of record, people management software serves as a system of engagement and performance.

People management software helps managers encourage and support engagement and performance in their teams. People management platforms usually include tools for setting and tracking goals and OKRs, collecting employee feedback and engagement information, and coaching managers for better performance management.

An HRIS (Human Resource Information System) is more focused on core employee data and operations than on how employees work. HRIS features include employee records, payroll, benefits and compliance, and tools for managing attendance and time off.

Human Capital Management (HCM) platforms include HRIS but add talent management tools for recruitment, performance and workforce planning.

Public recognition through Lattice's Praise feature celebrates outstanding performance, which can boost employee engagement by making individuals feel valued and appreciated for their contributions.

Lattice AI Agent helps HR teams scale guidance without becoming the bottleneck for every people decision. Powered by your company’s people data, the Agent uses skills like summarization, analysis, coaching, note-taking, and composition to synthesize signals across reviews, feedback, goals, engagement, Grow, and 1:1s, surface patterns and risks earlier, and help teams take action in the flow of work.

The result: HR spends less time manually pulling context together and more time improving manager effectiveness, employee growth, and performance across the organization.

Lattice AI Agent helps managers lead with more context, confidence, and consistency. By synthesizing signals across reviews, feedback, goals, growth, engagement, and 1:1s, the Agent helps managers understand what’s happening, prepare for better conversations, and identify next steps to support performance and development.

The company allows occasional personal use of resources, such as checking personal email briefly. However, employees should prioritize work-related use of company resources and must not abuse this privilege. Misuse of resources can lead to disciplinary actions.

When your admin enables it, the Agent can join the meetings you invite it to and capture notes, summaries, and action items. For 1:1s, it can also provide you with personalized coaching insights.

Connect your BambooHR subdomain from Lattice's admin settings in a few clicks. You can auto-sync nightly or sync manually anytime, and changes made in BambooHR appear in Lattice on their effective date. Setup requires a Lattice super admin or integrations admin and a BambooHR admin.

People analytics strengthens every stage of the employee lifecycle by helping HR make more informed decisions when it comes to hiring and onboarding, development, engagement, and retention. By understanding what employees need at each stage, organizations can create more effective, equitable, and supportive experiences.

Exit surveys provide valuable feedback about why employees leave, helping organizations identify patterns and address systemic issues. This insight allows HR teams to improve culture, management, and employee engagement to reduce turnover​​.

Growth Areas enable employees to identify specific skills or competencies they wish to develop in the short term. Employees can document these areas, set action items, and track progress, all while collaborating with their managers for support and guidance.

Submit a New Vendor Request Form through [Insert system]. Finance or Procurement will review and onboard the vendor.

Open-ended responses are where the real employee engagement gold is found. But it can be challenging to extract from hundreds or thousands of free-text comments.

Tools like Lattice AI can automatically sift through responses and quickly surface themes, trends, and sentiment to inform a structured picture of what employees are actually saying and feeling.

Once findings are clustering and categorizing, you should still cast a human eye over them before they go into a presentation. This is to make sure the full range of sentiment is represented faithfully, and not just the most common or critical view.

Once you’ve notified HR of your leave, we’ll help you initiate a short-term disability claim through our insurance provider. A separate medical certification may be required.

That depends on what your organization is looking for. When choosing the right software for your specific needs, consider whether it’s easy to use, scalable, and offers the features you’re looking for — like surveys, analytics, and benchmarking. Reviews and demos can help uncover whether similar organizations have found that the software offers what they need.

Select questions based on the meeting’s purpose and your current needs. For example, start with check-in questions to gauge wellbeing, then talk about work tasks to stay on track, and add development or feedback questions when needed. Choose questions that fit current needs, new problems, career growth, or team dynamics. Rotating question categories over time ensures comprehensive support and keeps conversations fresh.

The employee should lead the conversation, with the manager coaching and guiding them. Both should take notes, document commitments, and agree on a timeline for next steps. The action plan section of Lattice’s Career Development Conversation Template can help, keeping the focus on goal-setting and next steps and making sure the conversation stays collaborative and documented.

Plan ahead and coordinate with your manager and teammates. Share a coverage plan and delegate responsibilities so work continues smoothly in your absence.

Employee growth happens when it’s nurtured. Ideally, managers and employees meet at least quarterly to track progress. Systems like Lattice Grow can also send automated reminders to both manager and employee, so follow-through isn’t left to memory. But, Berk stressed, tools are only effective when organizational culture takes performance management and development seriously. “It’s a cultural issue, with the tool supporting it,” she added.

Wellness events and groups are announced throughout the year. You can also contact HR or join relevant Slack channels to connect with others and stay in the loop.

Once you’ve invested in HR software, the real value relies on employees actually using it. Choosing a platform that’s intuitive and easy-to-use is the first step. Then, focus on gaining manager buy-in and show how the software provides value through easier reviews, faster approvals, and smoother review processes.

Talk with high performers about how they’re preparing for future opportunities through stretch goals, such as mentoring or special projects. At the same time, check in on how they’re doing. “Your overachievers sometimes are creating expectations that are unrealistic,” Caro said. Use the conversation to explore how their strengths are serving them, and what might need to be dialed back.

A PIP is the endpoint of a visible, documented coaching journey. Before a PIP is ever considered, the employee should have a clear job description, multiple specific feedback conversations, coaching or training, and written follow-up notes about expectations and gaps.

When introducing a PIP, the conversation might open with words like, “I know this won’t come as a surprise to you,” LaFranchi said.

“They should be expecting that that's the next step,” she added. “You've been giving them feedback. You've been giving them every opportunity to improve.”

For continuity, use shared notes or digital tools like those provided by Lattice 1:1s to help document key discussion points, decisions, and action items. This record helps both manager and employee track progress, follow up on commitments, and avoid repeating conversations.

All roles listed on our [Careers Page or Internal Job Board] are eligible unless otherwise noted.

All eligible open positions are listed on the careers page of our website.

Run each finding through two filters: impact and actionability.

• For impact: How significantly will it affect retention, performance, or day-to-day culture?
• On actionability: Can leadership do something about it in the next six months?

The findings that score high on both are your priorities. Map this out with a simple two-by-two matrix: impact on one axis, actionability on the other. You won't be able to fix everything at once, but employees will respect that if you're transparent about how you chose where to focus.

Lattice's IDPs are easy-to-launch plans that employees can use to set short-term and long-term development goals. These plans empower employees to drive their own career growth, with guidance from their managers, fostering continuous development and engagement.

Work with your manager to create a handoff plan for key responsibilities. HR can provide a transition checklist to guide this process.