Lattice Frequently Asked Questions

Lattice bills all contracts annually.

Yes. The company reserves the right to monitor usage and investigate potential abuse.

Some roles may require protective clothing or PPE. Your manager will inform you if this applies to your position.

Yes. Study leave is capped at [X days] per calendar year for paid time off. Additional unpaid leave may be granted at the company’s discretion.

Yes. The minimum annual agreement is $4,000. This spend can include different products based on your needs and the number of seats your team requires.

No. Retirement is voluntary, and employees may choose to retire when they are financially and personally ready.

There’s no formal deadline, but prompt reporting allows us to act quickly and accurately. The sooner an incident is reported, the more effectively it can be addressed.

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The policy typically applies for the first year postpartum, but we are open to extending accommodations based on medical advice or legal requirements.

No. This policy applies to anyone whose gender identity or expression may not align with traditional expectations, including nonbinary and gender nonconforming individuals.

Yes. Vaping and the use of electronic nicotine delivery systems are prohibited in the same areas as traditional smoking.

Verbal agreements may hold some weight, but written NDAs are far more enforceable and provide clear evidence of terms.

The best place to control who can use the Lattice MCP is in your AI system. Most enterprise AI systems let IT administrators choose which roles may access a given MCP Server.

Remote and in-person one-on-ones both work — the format matters less than the intent and process. That said, in-person one-on-ones can be better for building rapport and noticing non-verbal cues during conversation.

360 feedback is typically anonymous. A 2025 survey of 1,000 US workers by LiveCareer found that 62% of respondents believe anonymous feedback in 360 surveys encourages honesty, though 28% argued that it can promote vague or unhelpful comments. Anonymous feedback can also be less effective if teams are too small to truly conceal who said what.

Some teams prefer identifiable feedback. When feedback is attributed and includes qualitative comments, people can make better sense of it because they know who’s speaking and what that person values, said Lisa Sansom, a leadership and executive coach and founder of LVS Consulting.

Not always. Transparency should be balanced with caution. While development plans should be shared, explicitly naming someone as a successor can create expectations that may not align with future business needs.

One-on-ones typically work best when employees have a say in what’s being discussed. Allowing employees to set or co-create the agenda helps ensure their priorities are addressed. Managers might choose to add their own action items, but letting employees lead at least part of the conversation can boost trust and engagement.

Yes. Skip-level meetings work best when there’s transparency between all parties. Informing middle managers reduces anxiety, maintains trust, and enables them to provide helpful context about their team members. Try to give managers a heads-up one to two weeks ahead, if possible.

OKRs are an outcome-focused methodology, because they’re designed to track progress towards a specific business objective rather than focusing on task completion. That said, key results may sometimes be output-focused, especially when a specific project or action is required as part of a broader objective.

Lattice's compensation software offers real-time analytics to monitor budget pacing during compensation cycles, ensuring that spending aligns with allocated budgets. It also provides insights into compensation spend across different employee groups.

Career Tracks in Lattice Grow illuminate pathways toward career advancement by outlining progression routes within your organization. They provide transparency, helping employees understand potential career paths and the competencies required for each step.

Competency Matrices in Lattice Grow are frameworks that define the skills and behaviors required for each role within your organization. They make employee expectations crystal clear, helping individuals understand what is needed to succeed and advance in their careers.

Onboarding surveys gather feedback from new hires about their initial experiences within a company, aiming to assess and improve the onboarding process. Exit surveys collect insights from departing employees to understand their reasons for leaving and identify areas for organizational improvement.

A matrix structure improves collaboration by bringing together team members from different functions, enabling better problem-solving and innovation. It also allows organizations to allocate resources more efficiently, adapt to changing priorities, and offer employees a wider range of projects and skill-building opportunities.

By connecting performance data with individual and team goals, Lattice ensures alignment across all levels of an organization. Employees gain clarity on expectations, while managers can track progress and adjust priorities as needed to achieve business outcomes​​.

AI enhances HR management by automating routine tasks, providing data-driven insights, summarizing large amounts of text, and supporting strategic decision-making. This leads to increased efficiency, improved employee engagement, and more effective talent management.

Without the right tools, appraisals can feel like a long, drawn-out process. A performance management system makes the process faster, more consistent, and more valuable by:

• Keeping everyone in the loop: Employees and managers get visibility into specific goals and metrics, making it easier to track progress and understand what might need to change.
• Helping managers give better feedback: Streamlined reviews mean managers can spend more time helping their direct reports grow. Features like built-in goal setting and analytics help managers deliver the feedback employees need to succeed.
• Reducing paperwork: Software helps automate time-consuming admin tasks, freeing up time for HR teams and managers.
• Unlocking insights: Centralised data reveals company-wide trends in performance, culture, and retention.

Clear and achievable goals help employees understand their contributions to the company’s success, fostering a sense of purpose and motivation. Tracking achievements in Lattice also boosts employee confidence and engagement​​.

Utilizing Lattice's Compensation Benchmarking helps reduce turnover and hiring costs by ensuring employees are compensated competitively. It also aids in making data-driven budget decisions, promoting equity, efficiency, and consistency across the organization.

Utilizing Lattice's DEIB Analytics enables organizations to develop informed DEIB strategies, ensure equitable implementation of performance programs, and proactively address cultural issues. This leads to a more inclusive and supportive work environment where all employees can thrive.

Unlike static spreadsheets, Lattice offers a centralized, collaborative, and connected system for managing succession plans. It reduces manual work, keeps data up to date, and ties plans directly to real performance insights for master and more confident decision-making.

People analytics empowers HR teams to make sense of workforce data and turn insights into data-driven decisions that improve the employee experience. Business leaders can use these insights to drive meaningful outcomes, including stronger engagement, more effective performance management, increased organizational productivity, and more strategic, people-centered initiatives across the company.

Matrix organizations can create confusion around reporting relationships and priorities, especially when employees receive direction from multiple managers. This model may also slow decision-making and increase the risk of workload imbalance if responsibilities are not clearly defined.