Lattice Frequently Asked Questions

Benefits may last up to five years or until you reach retirement age, depending on the plan’s terms and your continued disability status.

Visits should be brief, typically no more than 1–2 hours. Longer visits require HR approval and must be part of a pre-approved event or program.

Most checks are completed within 3–7 business days, depending on the scope and jurisdiction.

Generally speaking, evaluating and implementing new software can take anywhere from a few weeks to a few months — but this can change based on the type of system you’re looking for, how many stakeholders are involved, and how clear your requirements are.

Timelines can also be affected by how the tool integrates with your existing tech stack, processes, and data.

Implementation varies widely depending on the tool you choose and the size of your organization. While a large enterprise system could take between 3 to 9 months to implement, more lightweight platforms can be set up in a few weeks.

Lattice is designed for fast, structured rollout. A typical rollout includes:

• Defining performance and feedback processes
• Configuring reviews, goals, and engagement surveys
• Integrating with your HRIS and other systems
• Manager training
• Launching a pilot cycle

An expedited implementation might take two to three months, Anderson said, while more comprehensive rollouts involving integrations, training, and process redesign can take three to six months.

The timeline requires more than most teams anticipate. Maddalena noted that a successful implementation means bringing in multiple teams, including HR, finance and IT, training and communications long before the go-live date. “Implementing a system like this is a huge initiative,” she said. “Sometimes people underestimate that.”

Implementation timelines vary based on the type of HR software and the complexity of your organization and its needs. Standalone solutions like engagement or performance management software can often be implemented in a few weeks, while more complex systems such as HRIS, benefits platforms, or payroll software may take several months due to data migration, integrations, and configuration requirements.

Implementation timelines vary based on the type of HR software and the complexity of your organization and its needs. Standalone solutions like engagement or performance management software can often be implemented in a few weeks, while more complex systems such as HRIS, benefits platforms, or payroll software may take several months due to data migration, integrations, and configuration requirements.

There is no fixed timeline. Promotions are based on demonstrated readiness and business need — not tenure alone.

Confidentiality obligations typically continue indefinitely or for a specified period outlined in the NDA. Most NDAs require that sensitive information remain protected even after employment ends.

While there’s no definitive length for a one-on-one meeting, the sweet spot to build trust generally hits around the 30 to 60-minute mark. Shorter meetings of 15 minutes can work in a pinch as long as they’re focused, but they’re not ideal if you want to communicate to your employees that their time matters.

It depends. A first conversation might take an hour, while quarterly check-ins might run 30 minutes, and informal touchpoints even less.

What matters is having enough time to be expansive and exploratory, said Watson, who encourages managers to deliberately step out of the usual meeting room for a walk or coffee for these conversations. A different environment signals that this is a more reflective conversation about the employee’s career. “Those sorts of conversations, they need time,” she said.

Most coaching conversations last between 15–30 minutes, meaning you can squeeze them into your next one-on-one. Of course, every employee and situation is different, so smaller issues may be addressed in as little as 10 minutes. The length of the conversation isn’t what matters — you just need your employee to leave the meeting with clear and actionable next steps.

It depends. Simple behavioral changes, such as showing up on time, should show improvement immediately, but skill-based changes take longer to develop, LaFranchi said. As a general rule, she recommends giving it about four weeks. “You want to see incremental change,” she said. “If you don’t see that in about four weeks, then it’s [time to] get a little bit more serious.”

One-on-ones typically last between 30 and 60 minutes. The length depends on the employee, topics, and meeting cadence. Shorter, more frequent meetings work well for quick check-ins, while longer sessions may be better for in-depth discussions.

Most one-on-ones typically last 30 to 60 minutes. Shorter, regular meetings may work for weekly, focused sessions, while longer meetings are useful for deeper conversations around career goals, feedback, or challenges. If you can’t cover one or two meaningful topics without running out of time, consider extending the next meeting or checking if there’s anything that could be moved to async channels, like status update conversations.

Most PIPs run 30, 60, or 90 days, depending on the role and the nature of the performance gap. Shorter timelines (30 days) tend to fit narrower, more tactical issues, while longer timelines (60–90 days) are better suited to complex behaviors or skills that take more time to build and demonstrate. Whatever the length, it should give the employee a realistic chance to improve without dragging the process out indefinitely.

The initial PIP meeting typically runs 75-90 minutes. There's a lot of ground to cover, and rushing it undermines the seriousness of the conversation. Ongoing check-ins can be shorter, usually 30-45 minutes, since the structure is established and the focus is on progress updates and blockers.

Aim to complete interviews and make a decision within 3–4 weeks of posting the job. Your recruiter will help track and adjust timelines.

There’s no set limit — employees are entitled to a reasonable number of breaks, typically one every 2–3 hours. Needs vary by person and baby age.

360-degree feedback surveys should be relatively short and sweet, experts say, ideally no more than 10 questions per survey. “If you go any higher than that, you’ll lose them,” said Lori Golden, an HR and talent leader and founder of The Rebel HR community. Keeping the question count low also leaves room for a few open-ended questions, which take longer to answer. Golden said she’d rather have fewer questions answered more thoroughly with concrete examples and explanations.

Prepare to ask five to eight thoughtful questions to keep the conversation focused yet flexible. Answers may lead to impromptu follow-ups. Questions should cover a mix of wellbeing, current work, development, and feedback to address different needs. Overloading with too many questions can make the meeting feel like an interrogation, while too few might miss important topics. Sharing the agenda or questions in advance allows both the manager and the employee to prepare and contribute helpful observations. This balance helps maintain engagement and ensures the meeting can be productive for everyone.

Employees can submit up to three booking notices for SPL. This includes requests to vary a previously agreed block of leave.

The cost of HR software varies substantially based on company size and the tools and modules you choose. Implementation fees can also add significantly to the start-up cost. Giving an average cost is also tricky, since many vendors don’t give public pricing, and require you to contact them for a quote.

Estimates from third-party review sites help to get a general idea. Lattice offers transparent pricing, starting at $13 PEPM for its Foundations module, with Engagement, Growth and Compensation modules available for $4-6 PEPM each. Entry-level platforms like Gusto or BambooHR typically run up to $25 per employee per month, while mid-market solutions such as Rippling or HiBob range from $16–$29 PEPM. Enterprise platforms like ADP Workforce Now and UKG Pro are entirely quote-based, with third-party estimates placing them at $27–$48 PEPM before implementation costs are factored in.

Most HR software costs around $13-30 per employee per month. Additional features may cost more, so it’s important to choose a plan that suits your stage of growth. It’s also worth checking if your chosen platform offers the flexibility to add more functionality as your business expands.

Ready to find out what Lattice’s HR platform can do for your small business? Use our interactive ROI estimator to find out.

There is no formal cap, but time off must be reasonable, approved by your manager, and balanced with team and business needs. Employees are encouraged to take a minimum of three weeks per year.

Risk assessments are conducted regularly, at least annually, and whenever there are significant changes in the workplace.

We conduct formal compensation reviews once a year, typically aligned with performance reviews. However, market adjustments or promotions may prompt changes outside that cycle.

Areas of improvement should be reviewed regularly, not saved for annual reviews. Ongoing check-ins and quarterly reviews help managers adjust expectations, recognize progress, and respond to changing priorities. Regular reassessment reinforces the idea that improvement is a continuous process, not a one-time evaluation.

Most team members benefit from weekly or biweekly one-on-ones, but the cadence should always be agreed on between employees and their manager. Weekly meetings work well for fast-moving roles or junior employees who may need more guidance. Biweekly or monthly meetings can be more effective for employees with a high level of autonomy. The key is consistency. Regular one-on-one meetings help keep feedback flowing and reduce surprises.

Pulse surveys can be conducted weekly, biweekly, or monthly to provide a continuous flow of feedback. The frequency can be adjusted based on organizational needs and priorities​​.

eNPS surveys are often conducted quarterly or semi-annually to track trends over time. However, Lattice’s flexibility allows organizations to adjust the frequency based on their specific engagement strategies​​.