Lattice Frequently Asked Questions

Lattice provides comprehensive support during the implementation process, including guidance on system setup, integration with existing HR tools, and ongoing assistance to ensure effective utilization of the analytics platform.

Anything work-related: feedback on team communication, questions about career growth, concerns about workload, ideas for improving processes, or anything that’s affecting your experience at work.

Employee engagement software can come as focused solutions to managing aspects like employee recognition, rewards, and surveys — or, like Lattice, incorporate a comprehensive suite of tools to take care of engagement needs end-to-end.

You’ll need to review labor laws, employment classifications, contract requirements, and data privacy regulations in the country where the candidate is located. Consulting with local legal counsel is strongly recommended.

Lattice offers various levels of permissioning and roles access to ensure your team is able to access exactly (and only) what they need – whether that’s for analytics, engagement, full permissions or anything in between.

The best employee engagement software empowers HR teams to address employee needs proactively and enhance overall workplace satisfaction. It achieves this by providing a centralized platform where engagement, performance, improvement, and feedback are all combined under one virtual roof.

Unlike other platforms that rely on manual workarounds, Lattice offers a dedicated, in-platform PIPs solution with audit trails, HR approval workflows, and employee acknowledgment logs, creating a compliant, trackable process that lives alongside your broader performance strategy. 

Generic AI chatbots can answer questions or generate content. Lattice AI Agent is built for people management. Grounded in your company’s people data across reviews, feedback, goals, engagement, growth, and 1:1s, it uses skills like summarization, coaching, analysis, note-taking, and composition to turn scattered signals into context-aware insights, guidance, and action in the flow of work.

Third-party harassment is perpetrated by someone outside your company — not a fellow employee or manager. While you can’t control third-party behavior directly, you can take steps to shield employees and hold external individuals accountable.

[Company Name] provides access to mental health resources, including counseling services and employee assistance programs. Regular awareness campaigns and training for managers are conducted to support mental health in the workplace.

Lattice offers tools for continuous feedback, flexible review cycles, and data-driven goal management. These features help tech companies align teams with organizational objectives while fostering a high-performance culture in fast-changing environments​​.

The necessary PPE will be provided based on the specific hazards identified in your work environment. Training will be provided on the correct use and maintenance of PPE.

Lattice MCP helps you avoid switching tabs, exporting data, and copying information between Lattice and external AI tools. It brings Lattice context into the AI assistants they already use so they can complete workflows faster.

Habits reduces misalignment, lost context, and dropped action items by bringing core management rituals into one consistent cadence. Instead of status updates and feedback scattered across tools, teams get a shared rhythm that improves clarity, accountability, and trust.

A disability may include physical, mental, sensory, or cognitive conditions that limit one or more major life activities. This includes both visible and invisible disabilities, as defined by applicable laws.

Lattice offers various resources, including customizable templates and guides, to help employees and managers develop comprehensive and actionable IDPs. These tools simplify the process of setting development goals and tracking progress.

Lattice offers a comprehensive library of articles, templates, and webinars to assist organizations in developing and executing effective engagement strategies. These resources cover topics such as building a feedback culture, conducting performance reviews, and improving company culture.

As you consider pricing for a people management platform, ROI typically comes from several areas, including reduced turnover, fewer manual HR functions, more consistent decision-making, and a stronger employee experience. One of the clearest hard‑dollar levers is reduced replacement and backfill costs when the platform helps you spot disengagement and high‑risk talent earlier, Anderson said.

The savings that come from boosting retention and reclaiming meaningful HR and manager time from manual processes can cover the cost of a subscription.

“Having these tools in place creates a stronger experience for your employees, and really, as a business, reduces your administrative chaos,” Anderson said.

When writing downward reviews, managers can access AI-generated insights based on the feedback their report has received during the review period. This helps highlight strengths and areas for improvement objectively.

Peer feedback offers valuable day-to-day insight into collaboration, communication, and team dynamics that managers may not always observe. It helps surface patterns across projects and working relationships, creating a more well-rounded view of performance. When used thoughtfully, peer feedback also encourages shared accountability and trust.

Any role considered critical to business continuity — such as executives, senior managers, or highly specialized positions — should have a documented succession plan. These roles are often “single points of failure,” where turnover could create major disruption.

A response rate of 70% or above is generally considered strong. This gives you a solid grounding to draw conclusions. If you only received 50%, be careful. It doesn’t mean you can’t use the data, but you’ll need to give a transparent caveat in your presentation. If participation is low, don’t over-emphasize findings. That said, a low response rate is a useful engagement finding in itself, and presenting it can be an action for improving participation in future surveys.

Time theft may include logging hours not actually worked, consistently arriving late or leaving early without adjusting your timesheet, or using work hours for personal business without permission.

Listen without judgment, affirm their identity, and ask how you can support them. Then, consult HR to discuss a transition plan if the employee desires one.

A clearly written PIP should include how the underperforming employee is falling short, the specific goals that they must meet during a set timeframe, and the concrete, measurable criteria that they’ll be evaluated against. The length depends on the issue. Most PIPs, Walrath said, run 30 to 90 days.

“For attendance, maybe 30 days is enough to show an improvement,” she said. “For other things, that might take longer to be reasonable.”

Interpersonal behavior is more difficult to measure than sales figures, but it’s not impossible. Managers can set expectations around specific, observable actions — that an employee responds to teammate requests within five hours, for example, or refrains from interrupting colleagues in meetings.

Remember, the mid-year review meeting is a conversation with your manager. Try to relax, accept their advice, and take ownership of your mistakes. This conversation should be an opportunity to share how you’re contributing to the team or business and also get feedback that will help you improve your performance.

Contact your manager and Finance before proceeding. Additional approval may be required.

Speak to your manager or report it to HR. You are not expected to confront others directly if it makes you uncomfortable.

Report the transaction to the finance team immediately and reimburse the company as instructed. Repeated violations may result in card privileges being revoked.

Close the site immediately and report it to IT if you're concerned. Accidental visits will not lead to discipline — repeated or intentional ones might.

[Company Name] is committed to maintaining a fair and inclusive hiring process. If you experience any form of discrimination, please contact HR immediately. Our recruitment policy strictly prohibits discrimination and ensures all candidates are evaluated based on merit.