Lattice Frequently Asked Questions

You may not need to disclose the relationship unless there’s a direct or indirect reporting relationship or a risk of conflict of interest. When in doubt, ask HR.

If you’re injured or ill as a result of your service, the return-to-work deadline may be extended. We will also make reasonable accommodations to support your return.

Kindly let them know the desk is reserved. If you’re uncomfortable, contact Facilities or the Workplace Team for support.

Please report it immediately to the People Team or your manager. We take inappropriate behavior seriously, and Slack is subject to the same policies as any other workplace setting.

If the referred candidate is hired for a position not originally specified, the HR department will determine eligibility for the bonus.

Employees who left involuntarily or with unresolved issues are generally not eligible for rehire unless explicitly approved by the People Team and executive leadership.

Even if behavior seems minor or hard to prove, employees are encouraged to report it. A pattern of seemingly small actions can still create a hostile environment. HR will consider the full context when investigating.

This policy still applies. [Company Name] is committed to protecting employees from all forms of harassment, including from external partners. Please report the incident right away.

You can escalate directly to the next level of leadership or use an anonymous reporting channel if one is available.

Workplace violence policies apply to all individuals interacting with employees — not just coworkers. If a customer, vendor, or contractor exhibits violent behavior, it should be reported and addressed using the same procedures.

The bonus will go to the employee whose referral was submitted first, as determined by timestamp.

That’s a signal to start investing more heavily in leadership development or consider external candidates while building a pipeline for the future. Succession planning is as much about identifying gaps as it is about filling them.

Employees mostly working a 9-5? (Queue Dolly Parton.) Lattice is a great fit.

Our current payroll & HRIS customers in particular are concentrated in business and financial services, software and IT, medical and mental health, professional services, consulting, and agencies—just to name a few.

The Lattice AI Agent answers questions based on both your company’s knowledge base and your live employee data, for targeted and personalized meeting preparation. It can access the company policies and documents your admins upload to Lattice Knowledge Vault. In addition, because the Agent is part of the Lattice suite, it can draw on data from your Lattice products, including 1:1s, Updates, Feedback, Performance Reviews, Engagement, OKRs & Goals, and Grow.

With advanced analytics, Lattice helps HR teams identify top performers, track sentiment trends, and pinpoint areas for improvement. Customizable dashboards allow organizations to measure performance metrics and make data-driven decisions​​.

Lattice integrates with dozens of products and systems, including SSO providers, Slack, Teams, Jira, major HRIS’s, and more. See here for more information.

A conflict of interest happens when personal interests might interfere with a person’s ability to make decisions in the company’s best interests. Examples include financial stakes in competitors or close personal relationships with a vendor. Employees are encouraged to avoid conflicts of interest and report any concerns to HR.

AI HR software integrates artificial intelligence into human resource processes to enhance efficiency, streamline decision-making, and employee experience. It automates routine tasks, provides data-driven insights, and supports strategic HR initiatives without replacing the human touch.

An AI agent for HR goes beyond a chatbot: it can take action, not just respond to questions. An HR AI agent analyzes your people data, surfaces insights, coaches employees and managers, drafts feedback, and answers policy questions, all grounded in your specific company context. Lattice AI Agent does all of this inside the platform where your people already do their work.

Employee engagement platforms are designed to measure, monitor, and improve overall employee engagement within an organization. They include features like surveys, analytics, and action planning to foster a positive work environment.

Increasing sales by 15% to boost profitability by Q4, responding to customer service calls within 12 hours instead of 15 by the end of the month, upskilling by earning two new certifications by next month: All are examples of SMART goals for work. Each meets the SMART criteria of being specific, measurable, achievable, relevant, and time-bound.

A people management platform centralizes employee data and standardizes how goals, feedback, and performance are managed across the organization, helping HR activities become more strategic and measurable. Rather than relying on spreadsheets and email chains, these platforms automate workflows, provide a single repository for employee data, and encourage consistent, data-driven workforce management practices company-wide.

“That is a huge benefit for HR and the value of HR,” Maddalena said. “The structure supports accountability in a natural way that can be very helpful for managers.”

A Performance Improvement Plan (PIP) is a structured framework that helps employees address underperformance through clear goals, timelines, and ongoing feedback. Within Lattice, PIPs transform from static documents into active, trackable tools that promote fairness, transparency, and employee growth.

A prompt is a one-time question or instruction you give an AI assistant. For example, you might ask your assistant to use a direct report’s goals, feedback, and updates in Lattice to help you prepare for a performance conversation.

A skill is a reusable set of guidance for a task you do again and again. For example, a “Draft a performance review” skill can give your AI assistant a consistent process for bringing together relevant Lattice context and creating a strong first draft.

Compensation Analytics & Reporting Software integrates compensation data with analytics to help organizations make informed pay decisions, ensuring budget maximization and fairness across compensation cycles.

Compensation benchmarking software enables organizations to compare their compensation packages against industry standards, ensuring competitive and equitable pay for employees.

Compensation Cycle Management Software streamlines the entire compensation review process, allowing organizations to configure, collaborate, and manage compensation cycles in a centralized, always up-to-date platform.

Compensation management software is designed to streamline the process of planning, executing, and managing employee compensation. It simplifies salary and benefits administration, ensuring fair and consistent pay practices.

DEIB Analytics refers to tools and processes that provide real-time insights into an organization's diversity, equity, inclusion, and belonging metrics.

Employee engagement software helps organizations measure and improve workplace satisfaction, morale, and commitment. It enables HR teams to collect feedback, analyze sentiment, and act on insights to create a more engaged and productive workforce.

Employee feedback software enables organizations to facilitate and track real-time feedback between employees, managers, and teams. Effective employee feedback software is easy and simple for teams to use - meaning they’re more likely to provide and engage with feedback compared to traditional methods. This promotes continuous growth and development, driving performance across your organization.