Lattice Frequently Asked Questions

Templates, spreadsheets, and Google Docs can slow the appraisal process down. Signs it’s time to move on from these methods include:

• Review anxiety: Instead of dreading review season, the right tool can make the process transparent, painless, and actually useful.
• Falling retention rates: Improving the employee appraisal process can support morale and provide employees with the tools they need to succeed.
• Fast company growth: Scaling companies need a streamlined, consistent process to make the most of appraisals.
• Too much paperwork: If admin is overwhelming managers and HR, streamlining the process can help.

Issues involving safety, legal compliance, or harassment should always be escalated. If you’re unsure, it’s best to seek advice from management or HR. Documenting concerns and any escalations or action items can help ensure accountability and maintain context.

Bonuses are issued after the referred candidate successfully completes their probationary period, usually within [X days/weeks].

You can find lactation rooms on [insert floor or building]. Reach out to HR if you're unsure or if the space is in use and you need an alternative.

Lattice Meetings works with Google Calendar and Outlook Calendar, and with Zoom, Microsoft Teams, and Google Meet for video meetings.

It depends on what you want to learn about your workforce and the outcomes you’re trying to influence. That said, most organizations start with a core set of people metrics that offer strong insight into culture, performance, and hiring effectiveness. These commonly include employee and new hire turnover rates, absenteeism rate, time to hire, cost and revenue per hire, eNPS, and engagement rate.

You can run all meetings in Lattice, including 1:1s, team meetings, and ad-hoc conversations.

HR teams, managers, and company leadership benefit from the actionable insights provided by eNPS scores. It allows organizations to understand employee sentiment and take targeted actions to improve retention and satisfaction​​.

HR teams, managers, and new hires benefit from the streamlined feedback process. HR teams gain insights to optimize employee transitions, while new hires and departing employees feel valued and heard​​.

Lattice’s update software benefits HR teams, managers, and employees by improving communication, increasing transparency, and driving alignment. It’s suitable for organizations of all sizes looking to enhance team collaboration and performance​​.

Lattice’s engagement tools benefit HR professionals, managers, and employees by fostering open communication, increasing transparency, and improving overall workplace satisfaction​​.

HR teams, managers, and employees all benefit from Lattice's pulse surveys. HR teams gain actionable insights, managers can address team concerns proactively, and employees feel heard and valued​​.

Lattice's recognition software benefits everyone in an organization — from employees feeling valued for their efforts to managers building a culture of appreciation. It's ideal for organizations aiming to improve morale, collaboration, and overall performance.

HR teams, managers, and executives all benefit from Lattice's talent review software. It provides valuable insights into team performance and potential, aiding in strategic planning and long-term workforce development​​.

For inquiries regarding the recruitment process, please contact our HR team at [HR contact details].

Preferably, Director (or higher) Leaders who have used Lattice in roles previously.

Only super admins that have both Lattice HRIS and Performance can see Employee Health at the individual level (through Directory) and org level (through Charts). Permissions can be granted to managers and more, if you’d like them to see Employee Health from their team view.

Classifications are determined by HR and reviewed in consultation with legal and your department leadership.

A licensed medical professional provides certification, but the final determination is made by HR based on documentation, job requirements, and legal guidelines.

Everyone. The policy applies to all employees, job applicants, contractors, and anyone involved in our hiring or management processes.

Contact [Insert name/number of building security or facilities office] for towing information. Damage claims should be filed with your personal insurance.

The employer is responsible for providing a safe workplace, but all employees must follow safety procedures and report hazards. The health and safety officer oversees the implementation of safety policies and conducts risk assessments.

The employee hosting the visitor is responsible for ensuring the visitor signs in, wears a badge, and follows all company policies during their stay.

Everyone. Managers ensure procedures are followed, HR ensures compliance and training, and employees must take personal responsibility for following safety guidelines.

The People Team oversees this policy and all associated learning programs. Reach out to them for help with planning, approval, or program questions.

Only designated signatories (e.g., Legal, CEO, or VP-level approvers) may execute contracts. Do not sign on behalf of the company unless authorized.

Only authorized HR or hiring team members involved in the decision-making process. Your information is kept confidential.

In most cases, just the manager and employee. Some organizations include an HR business partner to provide support, ensure procedural consistency, or serve as a neutral documentation resource, particularly for complex situations or where there's a risk of dispute. Check your company's standard practices and involve HR early if you're unsure how to structure the plan.

The employee's direct manager typically drafts the PIP, since they're closest to the performance issues and day-to-day expectations. HR should review and approve the plan before it's delivered to ensure it's fair, compliant, and consistent with how PIPs are handled elsewhere in the organization. In some cases, a skip-level manager or HR business partner may also weigh in, particularly for senior roles or plans that could lead to termination.

When an OKR spans multiple teams or functions, each team — and individuals within that team — should own their respective responsibilities. However, assigning one clear owner, such as a department head or manager, to oversee mutual goals helps keep progress on track, and gives everyone a point of contact to support on blockers or questions.

Only authorized representatives — typically someone from the People Team, Legal, or the CEO, depending on the level of the role.

Employee updates provide an asynchronous way for remote or hybrid teams to stay aligned. They help bridge communication gaps, ensuring that managers are always aware of their team’s status, even across different time zones​​.