Lattice Frequently Asked Questions

Employees must submit a formal request to their manager and the finance team, outlining the business justification for the increase. Approval is subject to review.

Contact HR. We’ll work with you confidentially to explore reasonable accommodations that support your needs while meeting business requirements.

Use a cross-cut shredder or place documents in designated shredding bins. Never place sensitive records in regular trash or recycling.

Encourage employees to lead the agenda with topics that matter most to them, such as challenges, development goals, or feedback. Keep a consistent agenda that balances personal check-ins, work discussions, and future planning to build trust. For example, Lattice’s template includes dedicated time for open dialogue alongside task updates, making these meetings more meaningful and supportive.

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They cover different jobs. Bamboo AI answers operational questions from your HRIS data, like time-off balances and policy lookups, and sets up recurring workflows. Lattice AI is embedded in talent workflows, helping managers prep 1:1s, summarize feedback, and act on engagement insights. Employees get both, with no overlap and no gaps.

ADP's generalized support might leave you needing more. When you choose Lattice, you'll be paired with a dedicated onboarding manager to roll out the software to your teams, customized to the way your business runs. Moving forward, you'll have access to our award-winning support team to answer any questions you have.

Lattice wasn't just designed for HR admins and execs — it's made with your employees in mind, too. Compared to ADP's complex interface and overwhelming options, Lattice is your employees' simple hub for career development and daily tasks.

Rather than having to sift through a web of reports in ADP, Lattice combines all of your people data for simple customization, cross-metric comparison, sharing, and real-time reporting so you can identify the next best move for your business.

Whether you’re building talent programs for the first time or you’re evolving existing ones, Lattice’s interconnected and intuitive platform scales with you. When asked if a good partner to the business, Lattice ratings are nearly 18% higher than ADP's on G2.

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. BambooHR lacks the same visibility as it doesn't offer weekly updates or tailored growth plans.

Slow and generalized responses might 'meet the bar' for Paylocity — not Lattice. When you choose Lattice, you'll be paired with a dedicated onboarding manager to roll out the software to your teams, customized to the way your business runs. Moving forward, you'll have access to our award-winning support team to answer any questions you have.

Lattice PIPs allow HR leaders and managers to create, track, and manage improvement plans directly within the platform. With built-in templates, acknowledgment flows, progress tracking, and analytics, PIPs can be managed alongside reviews, goals, and other talent processes.

Matrix organizations require human resources teams to clarify roles and reporting relationships, standardize performance management across multiple managers, and ensure consistent communication and culture across teams. HR also needs access to strong people data to monitor employee engagement, workload, and performance in a more decentralized environment.

While both OKRs and key performance indicators (KPIs) are effective tools for managing and monitoring your business performance, they have different uses.

KPIs typically measure current and ongoing performance against baselines and benchmarks. They provide a continuous indication of how the business is operating.

OKRs, on the other hand, help teams and organizations drive ambitious growth and change over a set period. They are more flexible and more frequently reviewed and revised to facilitate improvement over time.

OKRs also have a different format than KPIs. A KPI might be a single business metric or set of metrics, while an OKR is a goal and the steps to achieve it.

Performance objectives focus on individual responsibilities and tasks and are typically used as part of an employee’s performance reviews. They are set once or twice a year and are only shared between the employee, their manager, and HR.

OKRs, on the other hand, set ambitious team- and organizational-level goals as well as individual goals. Because they contribute to the strategy of the company as a whole, they should be transparent to all stakeholders.

They also follow a specific format (the objective and the key results that will achieve it) that is different from the typical format of a performance objective.

Company culture and industry can affect the tone, cadence, and content of one-on-ones. Some companies favor weekly check-ins while others use monthly meetings. Whatever the culture or industry, the core purpose of a one-on-one should remain the same: supporting, coaching, and connecting with employees.

One-on-ones provide a structured space for continuous feedback, coaching, and goal setting. These frequent conversations allow managers and employees to track progress and performance more effectively than using annual reviews alone.

Self-evaluations typically ask employees to reflect on and rate their own performance, highlighting strengths, challenges, and growth areas. In contrast, manager-employee evaluations focus on assessing performance toward defined metrics or goals, providing evidence-based feedback that helps guide future performance.

Uploaded and synced documents from external sources default to “Admin Only” visibility. However, admins can then manage access to the Knowledge Vault for teams or individual contributors and control which employees can see which documents. Admins can also track questions, responses, and employee feedback, so they can monitor how the Agent is being used across the organization.

Pulse surveys provide quick insights that complement longer engagement surveys. They help organizations address issues in real-time while tracking trends over time to inform long-term engagement strategies​​.

While performance reviews usually focus on evaluating an employee's past performance, talent reviews assess both past performance and future potential. This dual focus helps organizations identify high-potential employees and plan for their development and progression within the company.

Team Analytics provide managers with insights to build healthy teams. By understanding team dynamics, employee sentiment, and performance metrics, managers can make informed decisions to enhance team effectiveness.

By regularly sharing updates, employees can flag obstacles they're facing. This visibility allows managers to quickly understand these challenges and provide the necessary support to overcome them.

Compensation should be benchmarked against the local market while considering the company’s internal pay structures and equity goals. Tools like geo-based compensation calculators can help ensure fairness.

Use standardized interview questions, mitigate bias through training, ensure diverse candidate pipelines, and partner with inclusive sourcing agencies in each region.

Ensure that succession criteria are transparent and consistent. Involve diverse stakeholders in the decision-making process and evaluate candidates on objective metrics like competencies and performance, not just visibility or tenure.

Measuring your organization’s return on investment from any goal-setting tool involves collecting both quantitative and qualitative data on how users experience the tool.

Metrics include:

• Adoption and utilization: Percentage of employees using the tool, percentage of goals updated weekly/monthly, login frequency
• Goal effectiveness: Goal completion rates across teams, percentage of OKRs and SMART goals achieved
• User experience: Platform net promoter score, survey feedback on how satisfied employees feel with the tool
• Business outcomes: Cost savings, efficiency gains, percentage decrease in project delays, time saved

Tie the platform directly to risk reduction, efficiency, and better decisions, not just HR convenience. Answer the question, Anderson recommended, “How is it going to make the business run smoother, faster, more strategically?”

Quantify the cost of turnover, the hours spent on manual administrative work, and the impact of inconsistent management decisions. Then show how the platform specifically addresses those inefficiencies.

Understanding the return on investment for HR software means comparing the total cost in fees, implementation, training and support with the quantifiable cost savings and the soft value gains.

HR software typically saves costs in reduced time spent on administration and lower error rates, as well as in speeding up processes like hiring. The biggest ROI driver is usually retention: software that reduces turnover also saves the costs of replacing employees.

The ROI of HR software is often measured by cost savings and efficiency gains — including metrics like reduced admin time, faster time-to-hire, or streamlined processes. But because every company is unique, the factors that contribute to ROI will be specific to your organization’s size, goals, and people strategies.

Want a scratchpad estimate on the value your HR tech is delivering? Try our interactive calculator here.

To maintain trust in the process, the information shared in a skip-level meeting must remain confidential. Leaders can document insights by noting down key themes or topics, rather than following a ‘he-said, she-said’ mentality. Make sure all action points and decisions are recorded and receive follow-ups in a timely manner.