Lattice Frequently Asked Questions

Yes. Harassment of any kind — including jokes or comments about gender identity or expression — is against company policy and can lead to disciplinary action.

Yes. Threats are considered a form of workplace violence, even if no physical action follows. The company will assess the seriousness of the threat and determine appropriate disciplinary action.

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Yes — in fact, former employees who were laid off due to organizational changes are often excellent rehire candidates, especially if the business need has returned.

Yes, Lattice allows organizations to tailor review criteria, templates, and workflows to fit their specific talent evaluation needs. This ensures that the review process aligns with organizational goals and culture​​.

Yes — with manager approval. Volunteering as a team is a great way to build connection while giving back.

Yes. In serious cases — especially those involving financial fraud, data theft, or significant loss — the company may choose to involve law enforcement.

Potentially, yes. Using subjective opinions, coded terms, or stereotypes can create legal or HR risks, in addition to fueling discrimination and wrongful termination claims.

Absolutely. Admins can rename “PIPs” to fit internal language (like, “Performance Coaching Plans”), edit templates, and personalize acknowledgment messages to align with your tone and processes.

Many employee engagement platforms are designed to integrate with other HR systems and communication platforms. It’s important to check that any software you’re looking at will integrate with your existing tech stack. This integration helps ensure seamless data sharing and streamlines the workflow for your HR team.

You can use the same 360 questions across employees, as long as they’re written broadly enough to apply to any role or function, Golden said. The real variation should come with the direction of the feedback — upward, downward, or peer — not the person’s job.

Questions for a direct report about a manager might focus on leadership, support, and clarity. Questions asking a manager about a direct report could focus on performance, delivery, and growth. And peer-to-peer questions might emphasize collaboration and teamwork. Standardizing questions is critical, Golden noted, because once every review is customized, it’s nearly impossible to aggregate results and uncover organization-wide patterns.

No. AI agents can take on many of the time-consuming, tedious tasks that pull HR teams away from the strategic work required to build a thriving, competitive workforce. But keeping people in the loop will always be essential, especially in areas that require their judgment, creativity, and intuition. And, in some regions, human oversight is legally required. For example, several states and cities are regulating how employers use AI in the hiring process.

Random testing applies primarily to safety-sensitive roles. If your job is subject to this, you’ll be notified at the time of hire and in policy onboarding materials.

Yes. Each eligible employee is entitled to their full leave benefit, regardless of whether their partner or co-parent also works here.

Only if their role requires it — and only for the duration of the engagement. Access will be revoked when the contract ends.

No, exit interviews are voluntary, but encouraged. They help organizations improve employee experience and retention strategies.

No. Employees have the right to use the facilities that correspond with their gender identity. Gender-neutral options may be available but are not mandatory.

360 feedback is used as one of many data points in making talent decisions. It’s primarily a tool for development, not evaluation.

Yes. FMLA applies equally to all eligible employees regardless of gender or family structure, including adoptive, foster, and same-sex parents.

Yes. Lattice Grow includes individual development plans (IDPs) that let managers and employees co-create structured development goals tied to performance, skills, and career tracks. Plans are built directly in Lattice and connect to 1:1s, feedback, and performance reviews.

Yes! Lattice links feedback to performance reviews, goals, and engagement metrics. This integration allows organizations to connect feedback to broader people strategies, making it easier to identify trends and act on insights​​.

Yes. Lattice AI Agent powers Growth Areas in Grow, surfacing personalized development opportunities based on performance, goals, and feedback - included at no additional cost.

Yes! Lattice is fully GDPR-compliant and meets all current EU data regulations. To offer even greater flexibility, we provide European data residency options. New customers can choose to host their data in Germany, allowing them to meet specific company or country data requirements with confidence. 

Yes. Lattice is fully GDPR-compliant and offers European data residency, with hosting available in Germany. The BambooHR integration also supports EMEA-based BambooHR instances for teams operating under GDPR.

Yes. Lattice's OKR software helps teams set ambitious objectives, define measurable key results, and track progress in real time. OKRs in Lattice connect directly to 1:1s, performance reviews, and company-wide dashboards, so objectives stay visible and actionable throughout the quarter rather than living in a separate system. Learn more on the OKRs page.

Yes, Lattice offers resources such as guides and articles on goal-setting best practices, including the use of SMART goals, to assist employees in creating clear, measurable, and achievable objectives. Check out our library for goal setting resources.

Yes, Lattice's analytics platform offers customizable reporting features, allowing organizations to generate reports tailored to their specific needs and metrics. This flexibility ensures that stakeholders have access to relevant and actionable data.

Yes. Lattice supports pay-for-performance by directly connecting employee performance data to compensation workflows. Goals and feedback feed into performance reviews, which are then incorporated into compensation cycles so pay decisions reflect individual contributions, helping organizations reward performance fairly and consistently.

Yes! Lattice is available in French, Canadian French, German, UK English, and Spanish (Latin American and European).

Yes. Full-time and part-time employees may have different benefit eligibility depending on their classification. Contractors are not eligible for benefits.

All Lattice contracts include dedicated human support from our customer success team. We're here to help you with onboarding, troubleshooting, and maximizing the value of our platform.

Yes. The GROW Model works just as well for remote and asynchronous teams. Managers can facilitate the conversation over a video call or have employees work through the framework using shared documents or project management tools before discussing their responses together live.

This policy supports schedule flexibility, not location flexibility. Remote work is covered by a separate Remote Work Policy.