Lattice Frequently Asked Questions

Yes, Lattice helps retail businesses identify and address key drivers of employee dissatisfaction through engagement surveys and feedback tools. The platform also strengthens the manager and employee relationship by supporting clearer expectations, continuous conversations, and recognition, which all contribute to better retention for frontline staff.

PerformYard will likely check the box with some of your basic requirements, but there is potential for you to outgrow them quickly. Lattice can support you with a simplified, phased approach, while also evolving with you as your strategy matures – helping you avoid future change management.

Yes, Lattice supports flexible review cadences, including annual, quarterly, and project-based reviews.

Yes, Lattice allows organizations to conduct anonymous pulse surveys, ensuring employees feel comfortable sharing honest feedback without fear of repercussions.

Yes, Lattice is designed to scale alongside growing teams. The platform supports efficient people-management workflows and helps teams stay aligned as headcount increases, making it easier to maintain consistency, drive performance, and keep operations running smoothly as the organization expands.

Absolutely. Lattice is designed to grow alongside retail businesses, supporting expanding workforces, new store locations, and seasonal hiring. Its flexible tools for performance, engagement, and manager–employee communication ensure that scaling operations and optimizing performance is smooth and efficient as teams and locations grow.

Yes, Lattice enables organizations to assess compensation distribution across various employee groups, ensuring equitable and effective budget allocation.

Yes, Lattice's Compensation Benchmarking allows for customized filtering to align with your organization's unique roles, locations, and industry, ensuring that the compensation data is relevant and applicable.

Yes, a robust compensation management software program can help organizations mitigate risks associated with compensation management by minimizing errors and ensuring compliance, thereby protecting both the organization's financial stability and reputation.

Yes, Lattice's DEIB Analytics helps organizations understand if their performance programs and processes are being implemented and executed equitably across all demographics.

Yes, Lattice provides customizable templates for employee updates, allowing organizations to tailor prompts to reflect their specific needs. Whether it's tracking KPIs, project milestones, or personal growth areas - Lattice is ready for full customization.

Yes, Lattice provides track templates with pre-loaded competencies, levels, and expectations that can serve as a starting point. These templates can be customized to align with your company's specific competency framework, ensuring relevance and effectiveness.

Yes, Lattice allows administrators to customize company-wide Career Vision templates to align with organizational goals and culture. This ensures that the development plans are relevant and effective across different teams and departments.

Yes, Lattice offers customizable templates and workflows, allowing organizations to tailor the one-on-one meeting process to their specific requirements and culture.

Yes, Lattice's software supports goal-setting by providing a platform to communicate expectations and coach employees toward high performance during one-on-one meetings. This helps build a culture where everyone knows how to be successful.

Yes, Lattice's performance management software adapts to your needs, whether you run annual performance reviews, quarterly development cycles, project-based, talent reviews or automated reviews. The platform offers customizable templates, workflows, and dashboards to design and streamline your process.

Yes. Lattice is widely used by remote-first and hybrid companies like Shippo and Loom to help global employees feel connected. The platform comes with native Slack and Microsoft Teams integrations, bringing performance, recognition, and feedback tools to where distributed teams already work.

Yes, Lattice allows organizations to set merit and promotion raise guidelines for recommenders and approvers to reference during the compensation cycle, including additional raise factors and proration rules as needed.

Yes. Once PIPs are enabled by an admin, managers can initiate plans for their direct reports. Every plan must be approved by HR before being shared with the employee, ensuring oversight, consistency, and compliance at every step.

Yes — managers can decline or reschedule vacation requests if they conflict with key deadlines, projects, or team coverage needs. Requests are evaluated based on timing, team impact, and fairness.

Absolutely. Managers can utilize the Praise feature to publicly acknowledge and celebrate their team members' successes, reinforcing positive behavior and motivating continued high performance.

Yes. If your job duties, compensation, or schedule change significantly, HR may reclassify your role. You’ll be notified of any changes in writing.

Yes. Flexible arrangements are reviewed regularly and may change based on business needs or job performance.

If the change is made because you raised a concern or participated in an investigation, that could be retaliation. If it’s due to performance, business needs, or legitimate factors, it may not be. HR can help assess the situation.

Yes, if it is arranged through an approved educational partnership and complies with applicable labor laws. Contact HR to explore this option.

Yes, Lattice provides flexibility to adjust OKRs mid-cycle, ensuring they remain relevant as business priorities evolve. This adaptability ensures teams stay aligned and on track, even in dynamic environments​​.

Yes, Lattice allows organizations to tailor surveys with specific questions that reflect company goals, values, or pain points. This customization ensures surveys gather relevant and actionable feedback​​.

Lattice allows customization of recognition programs by tailoring them to specific values, goals, or team milestones. This ensures that praise feels personal and aligns with the organization's priorities.

Yes, Lattice tracks recognition trends and allows HR teams to analyze how praise impacts engagement and team dynamics. These insights can help identify top contributors and assess the overall health of the company culture.

Yes, as long as there is no direct reporting relationship or conflict of interest. HR will evaluate the situation to ensure fairness and appropriate boundaries.

Organizations of any company size can benefit from HR software. For small businesses, HR software can reduce administrative burdens, automate routine tasks, and provide a scalable foundation for growth.

These benefits are felt at every level of the organization. HR leaders gain more time to focus on strategic initiatives, managers receive better insights to support and develop their teams, and employees benefit from improved experiences through tools for feedback, performance management, career development, and engagement.

Organizations of any company size can benefit from HR software. For small businesses, HR software can reduce administrative burdens, automate routine tasks, and provide a scalable foundation for growth.

These benefits are felt at every level of the organization. HR leaders gain more time to focus on strategic initiatives, managers receive better insights to support and develop their teams, and employees benefit from improved experiences through tools for feedback, performance management, career development, and engagement.