Lattice Frequently Asked Questions

Employee recognition software enables organizations to publicly acknowledge and celebrate employees' hard work and achievements, reinforcing high performance culture and boosting morale.

Employee updates software enables employees to provide regular status updates, keeping their teams informed about current tasks, progress, and any obstacles they are encountering. This facilitates proactive tracking and alignment within an organization.

Employee Net Promoter Score (eNPS) software measures employee loyalty and satisfaction by asking employees how likely they are to recommend their workplace to others. This metric helps organizations gauge overall employee sentiment and identify areas for improvement.

Lattice wasn't built by trying to automate away the power of HR. You and your team are too important for that. Lattice is laser-focused on your people, enabling employees to maximize their use of the platform to drive business impact. On G2, Lattice averages an ease of setup rating of 9.2, while Rippling averages 8.4.

Goal management software enables organizations to set, track, and align individual, team, and company goals. It fosters clarity, accountability, and continuous progress by keeping everyone focused on key priorities.

Habits is Lattice’s set of everyday management practices that keeps teams aligned through a steady rhythm of meetings, weekly updates, feedback and praise, and Q&A boards. It brings these core rituals into one shared space so priorities stay clear, people stay connected, and follow-through actually happens.

Lattice MCP is a secure connector that lets external AI tools (like Claude, ChatGPT, and more) access and act on Lattice data. For example, employees and managers can draft, edit, and submit performance reviews in Lattice without leaving their conversation. Their responses will be rich in Lattice context from previous reviews, 1:1s, feedback, goals, and weekly updates.

Lattice Meetings is where managers and teams run 1:1s, team meetings, skip-levels, and coaching check-ins in one place. With the Lattice AI Agent, meetings come with notes, summaries, and action items.

Lattice's People & HR Analytics Software is a comprehensive tool designed to measure and maximize performance, productivity, and engagement across your workforce. It provides advanced analytics to help organizations make actionable insights, connect performance to development and compensation, and foster a culture of continuous feedback, ultimately driving employee engagement and organizational success. Lattice helps HR teams make data driven decisions about their people.

One-on-one meeting software facilitates regular, productive communication between managers and their direct reports. It enables collaboration on meeting agendas, customization of meeting cadence, and tracking of action items to strengthen manager-employee relationships. Lattice supports 1:1s through Lattice Meetings

Performance management software helps organizations set, track, and evaluate employee performance to drive efficiency and productivity. It encompasses tools for goal setting, feedback, and performance evaluations.

Pulse survey software enables organizations to gather real-time feedback from employees through short, frequent surveys.

Succession planning is the process of identifying potential successors for key roles within an organization. It helps companies prepare for leadership transitions, reduce business risk, and ensure long-term continuity.

Talent reviews software enables organizations to conduct comprehensive evaluations of employee performance and potential.

The 9-box grid is a tool within Lattice's talent reviews that plots employees based on their performance and potential.

The Adoption Dashboard quantifies the success of your people programs by providing metrics on engagement and utilization of Lattice. This feature allows organizations to assess the effectiveness of HR initiatives, especially those facilitated in Lattice.

Calibration in Lattice's talent reviews involves adjusting employee ratings to ensure consistency and fairness across the organization. Admins can create calibration groups, assign participants, and facilitate discussions to align on performance assessments.

Think of the mid-year review as a checkpoint, rather than a conclusive appraisal. Equipped with six months of data, managers and direct reports use the mid-year review to check in on goal progress and determine what’s working — and what isn’t. The meeting’s takeaways will then inform the next six months. On the other hand, annual reviews tend to be more backward-looking, serving as an appraisal of the last 12 months.

An HRIS manages core HR management functions like payroll, benefits, and time tracking, while a talent management platform focuses on helping organizations attract, develop, engage, and retain employees. While HRIS platforms often offer talent management features, many organizations prefer to invest in dedicated talent management platforms as they can deliver a more user-friendly employee experience and drive stronger outcomes in areas like performance, engagement, and feedback.

An HRIS manages core HR management functions like payroll, benefits, and time tracking, while a talent management platform focuses on helping organizations attract, develop, engage, and retain employees. While HRIS platforms often offer talent management features, many organizations prefer to invest in dedicated talent management platforms as they can deliver a more user-friendly employee experience and drive stronger outcomes in areas like performance, engagement, and feedback.

Cascading goals in Lattice are aligned to one another and accept the progress of their supporting goals, creating a hierarchical structure. Non-cascading goals are independent and do not inherit progress from other goals. Organizations can choose the approach that best fits their strategic alignment needs.

Compensation management software is a purpose-built, specialized system that helps organizations automate pay processes, approvals, and pay analysis so employee pay stays consistent and fair across the organization. Meanwhile, a spreadsheet is a tool that can be used to track compensation — but it relies on manual data entry and has limited automation, error checking, or analytical functionality.

Per-employee pricing (also called PEPM — per employee per month) is a fixed chase for each person using the software. This means that the cost scales with the company headcount. This is the default option for most modern SaaS HR platforms.

Flat-fee pricing is based on a fixed monthly or annual charge, regardless of the number of users. This can be good value for smaller teams, but doesn’t support much growth.

Some entry-level tools combine the two models, with a flat-fee tier under a certain number of users, with a PEPM model kicking in as you grow.

It’s a good idea to think ahead to your expected growth horizon to decide what is the best value for your organization.

The SMART goal defines what someone wants to achieve within a specific timeframe. OKRs, which tend to be more ambitious and company-wide, add key results that are used to track progress toward the objective. The two can coexist and work well together. For example, SMART goals are useful for individual, one-off objectives that don’t fit neatly into existing OKRs or overarching business plans.

Lattice AI Agent is your built-in AI partner for people management. Powered by your company’s people data, it uses skills like summarization, coaching, analysis, note-taking, and composition to help HR, managers, and employees understand what’s happening, know what to do next, and take action in the flow of work.

The Meeting Agent is a feature of the Lattice AI Agent. It joins Lattice 1:1s to transcribe conversations, generate thoughtful summaries, and surface clear agenda and action items — while also delivering personalized, role-aware coaching to help managers and employees continuously improve how they show up. This allows managers to focus on the conversation rather than being distracted by note-taking.

The Meeting Agent can then sync everything back to Lattice, so employees can access meeting notes alongside their updates, reviews, feedback, performance data, and career development plans.

The Career Vision exercise assists employees in articulating their long-term career goals and aspirations. By engaging in this exercise, employees can clarify their desired career trajectory, which serves as a foundation for their development plans.

A study conducted by Forrester found that Lattice had a 3-month payback period, with an average of 195% ROI. Calculate what your company’s ROI could be with our interactive ROI estimator.

SMARTER adds two steps — evaluate and revise — to the typical SMART goal framework. Together, they serve as a reminder that goals shouldn’t stay static. They must be regularly reviewed and adjusted as conditions change, whether due to a shift in business priorities or a sudden lack of available resources.

The timeline varies depending on the role, but generally includes stages for application review, interviews, and reference checks. Our standard process typically takes 4–6 weeks from job posting to offer, with updates provided to candidates at each stage.

Different vendors may vary in their roll-out approach, but in general, here are some vendor green flags when launching a new goal-setting platform:

• Onboarding and training to use the platform, including guided setup, live or recorded training, and documentation
• Responsive help-desk support for when issues pop up
• Knowledge base and self-service resources, including articles, FAQs, and how-to videos
• Tech support to configure the tool and connect integrations

Save any written communications related to your role, responsibilities, compensation, complaints, or changes. This includes emails, performance reviews, updated job descriptions, and any formal complaints you’ve submitted.