Lattice Frequently Asked Questions

Mid-year reviews provide the opportunity for managers and employees to discuss performance and progress without waiting a full year between evaluations. Employees should leave mid-year appraisals knowing how they can improve their performance and with clear next steps. These reviews can help foster open dialogue between employees and their supervisors, which supports improved employee engagement and could reduce turnover.

A consistent, well-documented PIP process protects organizations from compliance risks, ensures fairness across teams, and gives employees a transparent opportunity to improve. When handled with care, PIPs can transform performance management into a proactive growth strategy rather than a punitive process.

You can, but it’s not ideal. A static tracking system in Google Sheets, Google Docs, or Excel puts the onus on you to monitor and update the OKRs manually. With Lattice OKRs & Goals or a similar tool, you can automate your OKR tracking, making it easier for teams to collaborate, see progress, and get real-time updates.

Companies use matrix structures when they need employees to contribute to both their functional department and to cross-functional projects. This approach is especially useful for organizations operating across geographic regions, business units, or complex initiatives that require collaboration between multiple teams.

Your people deserve a world-class employee experience so they can be more engaged, efficient, and productive — and that requires focus. That's why Lattice is designed to connect talent management and people operations. Meanwhile, Rippling is focused on building IT and finance software in dozens of countries

Recognition fosters a sense of belonging, boosts morale, and encourages employees to continue performing at their best. Regular praise also helps build a positive workplace culture and improves employee engagement.

Because real alignment is not a one-time event. It’s something teams practice every week. Habits helps teams build consistent routines for communication and coordination so clarity and progress become part of everyday work.

Lattice offers an intuitive and flexible platform designed to meet the operational and regulatory needs of life sciences organizations with a user-friendly experience for employees with limited time. Its HRIS automates workflows and simplifies onboarding, allowing HR teams to focus on scaling their workforce while maintaining compliance​​.

Lattice is designed to handle the specific challenges of manufacturing, such as high turnover, complex compliance requirements, and managing a large shift-based workforce. The platform streamlines key people-management workflows, while its engagement tools help improve retention and satisfaction among frontline workers by giving teams clearer communication channels and more consistent support.

Balance today’s HR needs with tomorrow’s growth. Lattice is the one people platform you won’t have to switch away from; growing flexibly alongside your HR needs so processes don’t break with each stage of your company’s evolution.

Lattice is built to handle the fast-paced, high-turnover nature of retail. The platform streamlines people-management workflows through performance reviews, feedback, surveys, and goal alignment, while its engagement and recognition tools help create a motivated and loyal workforce, even in decentralized environments.

Technology companies thrive on agility and innovation, and Lattice provides the tools to manage these priorities. Its intuitive platform brings together performance, engagement, and goal-setting tools to create a unified solution that scales with the fast-paced demands of the tech industry.

Whether you’re building talent programs for the first time or you’re evolving existing ones, Lattice’s interconnected and intuitive platform scales with you. With a platform like BambooHR that is easy to outgrow, that month-to-month contract might be necessary.

Whether you’re building talent programs for the first time or you’re evolving existing ones, Lattice’s interconnected, insightful, and intuitive platform scales with you. With a platform like HiBob that is easy to outgrow, there's a reason they offer short-term contracts.

Measuring eNPS provides a leading indicator of employee outcomes such as productivity and retention. It helps HR teams uncover actionable insights to enhance the employee experience and address potential issues proactively.

Even if you're not a large enterprise, losing a key team member can have a significant operational impact. Succession planning ensures you have a ready bench of talent to fill gaps quickly and keep your business running smoothly.

Lattice’s combination of a robust HRIS and talent management tools offers life sciences companies a complete solution for managing their workforce. Its flexibility, scalability, and focus on compliance make it ideal for meeting the unique needs of this industry​​. For more information on comparing Lattice to other options, see here.

Performance is now HR’s top priority, and it’s what Lattice does best. Getting the most out of your team matters more than ever, so don’t settle for a simple ‘check mark’  from another vendor.

Connect employee data, payroll, and best-in-class performance in one powerful tool to unlock smarter decision making, AI efficiency gains, and HR programs that drive actual economic impact.

Lattice combines advanced performance management and engagement tools in an intuitive platform built for fast-growing tech companies. Its scalability, integrations, and focus on employee development make it the ideal choice for managing and retaining top talent in the tech industry.

Sure, finance might like Paylocity, but what happens when the usabilty limits employee adoption? Lattice wasn't just designed for just HR admins and finance — it's made with your employees in mind, too. And they'll love it because it will become their hub for career development and administration.

Lattice wasn’t just designed for HR Admins and execs — it’s made with your employees and their managers in mind, too. They’ll love the easy-to-use interface, enhanced communication via 1:1s, and the ability to flag obstacles through weekly updates, just to name a few features.

Lattice is built from the ground up, not by stitching together various companies. From the start, we've purpose-built an interconnected platform that's intuitive for HR admins, execs, and employees, giving teams one seamless experience.

Whether you’re building people strategies for the first time or you’re evolving existing ones, Lattice’s interconnected, insightful, and intuitive product suite scales with you. Investing in Lattice’s built-to-last people management suite will keep critical workstreams running efficiently no matter the season of your business.

No. We assess each case individually and only consider offenses that are relevant to the role. We follow EEOC and FCRA guidance to ensure fairness.

No. Expressing interest in growth is always encouraged. You will not be penalized for exploring internal opportunities.

They can. Serious or recent disciplinary actions may delay promotions, raises, or bonuses. However, strong improvement and sustained performance can rebuild trust over time.

No. Disclosure is handled discreetly and only shared with those who need to know to assess or manage the situation.

Not necessarily. While we prefer to give employees a chance to improve, serious violations (e.g., harassment, theft, or violence) may result in immediate termination.

In most cases, yes. Promotions typically come with compensation adjustments that reflect the new level and responsibilities.

Not necessarily. Our goal is to support employees whenever possible. We may require testing if there’s an incident or concern, and we’ll work with you to determine next steps — which could include a referral to support services or time off to recover.

Yes, we aim to communicate appropriately throughout the process while respecting confidentiality for all involved.

Yes — if you are nonexempt, [Company Name] is legally required to pay you for all hours worked. However, repeated instances of unauthorized overtime may result in disciplinary action.