Lattice does an excellent job of making career tracks transparent, helping employees understand how they can grow within the organization. It is especially helpful for new managers, offering structured guidance for supporting team development.

The Pulse surveys provide real-time insights into employee sentiment, leading to actionable feedback and operational changes. The automated review system is another standout, streamlining 90-day new hire assessments with customizable templates.

Lattice is a tool primarily used for performance reviews and career tracks (competency matrices that show employees the skills and experience needed to progress, making development more transparent). I have used it for one year.

Overall, it functions very well and supports employee development effectively. One of its main advantages is how clearly it presents growth paths for employees. However, one of the drawbacks is the lack of customizable permissions, which can limit flexibility for administrators.

Lattice has several limitations that affect usability. The packet sharing system is unreliable—if a manager forgets to share a review packet, it can cause data inaccuracies. The export process is overly complex, with multiple download options that include excessive irrelevant information. Without a pre-filtering feature, users must manually sort through numerous unnecessary columns. While the tech support team is responsive, their help is often needed due to frequent system glitches. One significant improvement would be automating reviews based on promotion dates; currently, reviews are only tracked from the hire date.

Lattice stands out for its focus on tracking career development and compensation merit assignments. It offers a structured and transparent way to define growth paths, supporting both employees and managers in tracking progression.

Its alignment of performance reviews with long-term development is a key benefit, ensuring promotions and merit increases are based on measurable outcomes. However, the user interface can be frustrating.

Even with super admin access, there’s not always full control, which limits customization and automation. While Lattice excels in workforce management, added flexibility would strengthen its overall value.

When selecting a tool like Lattice, transparency in career development should be a major consideration. Lattice is well-suited for organizations that need a structured approach to job leveling and performance tracking.

Integration with existing systems, such as ADP, is also important for smooth implementation. While it offers powerful features, limited customization can be a drawback, so assess whether your team needs more flexibility in permissions and workflows.

Lattice has introduced new features over time, but many feel misaligned with user needs. For example, a recently added calendar lacks automatic group notifications, reducing its usefulness.

Rather than addressing core usability concerns, such as permission customization or automation, updates often focus on less impactful additions. The platform would benefit from prioritizing functional improvements over feature expansion.

Organizations with 50 or more employees, especially growing startups with limited merit budgets that want to improve employee retention, will find Lattice useful.

I like the real-time tracking; I can monitor my progress toward goals and performance metrics as they happen, making it easier to identify areas that need attention or adjustment.

Under the performance management umbrella, the flexibility to design performance review processes—including self-assessments, peer evaluations, and manager feedback—helps both managers and employees track progress, recognize strengths, and identify areas for improvement.

One of my top features is Career Pathing, which gives employees a clear view of potential career advancement within the organization. The platform promotes transparency by outlining the necessary skills, experiences, and accomplishments needed to progress.

Lattice has been well-received by employees seeking internal growth, as it helps hold managers accountable for supporting career development.

I’m with the Audubon Nature Institute, a nonprofit AZA facility. We conducted an employee feedback survey, and our staff expressed concerns to the People Services Department about not receiving adequate performance evaluations. Many felt that their voices were not being heard regarding career development opportunities, feedback, and salary increases.

We searched for a platform that held hiring managers accountable for consistently evaluating employee performance and providing feedback on work ethic. We began using Lattice in October 2023.

Lattice can be quite expensive, particularly for larger organizations seeking a full range of features.

Users may encounter a steep learning curve due to the platform’s extensive capabilities, which can make it challenging to understand fully. It can feel overwhelming to incorporate a new platform into an existing workload.

The platform’s complexity may also affect response times when support is needed, as assistance levels can vary depending on individual user requirements.

I have used ADP for many employment features in the past and continue to do so; however, I believe Lattice provides superior tools for employee engagement and data management.

Lattice places a stronger emphasis on performance and development engagement, which I find especially useful.

Overall, I prefer Lattice for its effectiveness in improving performance and engagement in the workplace.

The criteria should focus on the specific needs and challenges within the organization. Consider whether the organization needs to improve employee performance, increase engagement, support career growth, collect feedback, or streamline goal-setting processes. It’s important to align the tool’s capabilities with the issues that need solving.

Lattice has played a significant role in improving attention to career development through Career Ladders. By allowing companies to create clear career paths, Lattice makes it easier to outline growth opportunities for employees.

This feature helps facilitate career advancement discussions and encourages internal mobility by clarifying the steps employees can take to grow within the organization.

Medium to large-sized organizations. As organizations grow, it becomes more difficult to manage performance and maintain employee engagement. Lattice is a strong fit for supporting organizational growth.

I liked that Lattice encouraged more engaged conversations between managers and employees. It served as an effective performance tracker since ongoing notes were required. The system was simple to use, and managers adapted to it quickly.

I worked for an organization that was already using Lattice when I joined. I used it for a couple of years while I was there. From my understanding, before I joined, the organization had been using an all-in-one HRIS with an evaluation component but wanted a system with a stronger focus on performance evaluations.

The goal was to move away from one-time evaluations and instead foster ongoing employee engagement. Lattice allowed for continuous performance and project discussions leading up to evaluations.

The forms had limitations in terms of customization. Employees were sometimes hesitant to add detailed notes because they felt the information was more public than they preferred, especially with HR having access. The system also had restrictions on which data and external systems it could integrate with.

Lattice was easy to use and encouraged ongoing conversations. Its simplicity made the performance review process more effective. Some other systems are overly complicated without adding much value.

One key factor an organization should consider is its size when selecting this type of software. It is also important to assess how realistic it is for managers to document ongoing conversations at this level. Some managers were reluctant to provide detailed input because they did not want to engage with the system in addition to having verbal conversations with employees.

I used it for two years, and while there were updates during that time, I did not notice significant changes in how the system functioned.

Lattice is well-suited for organizations that prioritize employee development through ongoing conversations. It is also a good choice for companies looking for a straightforward performance evaluation system.

• It is user-friendly for both employees and managers.
• The integration between different modules is seamless.
• You can purchase only the modules you need, making it more flexible.

We initially purchased Lattice for performance management and employee reviews. I have used it at two different companies—first for over three years and then for more than a year at the second.

In the first case, we wanted a tool that was easy to use and that employees would engage with. In the second, we needed a system that could support a highly structured performance review process. Lattice was the only platform that integrated job ladders with the review process in a single tool.

• The cost can feel high, especially for smaller companies.
• With so many features, it can be difficult to determine what to focus on promoting.
• Encouraging employees to engage with the tool regularly can be a challenge.

Lattice offers a wide range of modules, like many of its competitors, but its primary differentiator is how well these modules integrate and how easy the tool is to use. It often outperforms tools like Culture Amp in terms of usability. However, it can be more expensive than alternatives like 15Five and Pando.

Consider your goals and ensure the tool fits your company's philosophy and processes rather than adjusting your processes to fit the tool. Identify what features are most important to you now and what you may need in the future so you can assess its scalability. Also, factor in costs, as they will increase as your company grows.

I was one of Lattice’s earliest customers when it launched in 2016, and it has been impressive to see how many new modules have been added since then. It has expanded far beyond just a performance management tool, continuously evolving to reduce the need for multiple separate HR tools.

Lattice is best suited for companies that value structured HR programs. It becomes particularly useful once a company reaches 60-100 employees and can scale with organizations up to 1,000-2,000 employees.

The ease of submission and completing review forms is A+. The ease of onboarding the software was great. There really are great elements to it but it isn’t utilized enough with my company at this time. Adding and removing employees is also very simple

It’s been about two years since we bought Lattice. I shopped around and had a demo with them. We needed a way to streamline annual reviews and found this to be the best at the time. It has helped for a quick review process but I have been asked to shop around again. Not sure what will happen moving forward.

Wish there was a cheaper option for just reviews and not all the add ons. As well as the ability to pause membership or maybe only have it be monthly and not annually. We don’t need it all year but understand that is not a great business model for them

I have not used others but we needed something that would incorporate many companies into one where there was crossover of management and employees

How useful it will be. Who will be using it and if it will be utilized to its full potential

I have not experienced many changes for the use case that we use it for

One that has strong management eager to grow and develop their employees

I like that this tool is user-friendly and allows us to monitor performance management and a view into the consistency of managers. I also like that I can create customized templates for various review cycles at different levels of the organization. Rather than sending multiple review cycles, I can assign people to different templates under one review cycle. This makes it very convenient.

Before Lattice, we did not have a structured Performance platform across the board for our organization. We did not have a way to monitor that managers were completing 1:1’s with their staff or properly completing 90-day and annual performance reviews. We have now been using Lattice since January 2021 and it has been great.

One of my biggest frustrations was not being able to get a live person on the phone. They have since allowed representatives to send links for Zoom calls as part of that solution. Also, within the review cycle the peer, self, and upwards reviews are grouped together, it would be great to initiate them staggered. I will say that when you give feedback they will try to find a way to add a feature. Hopefully, this one will be added soon.

User friendly

When thinking about a performance management tool, think about the needs of your company. What challenges or gaps are you trying to fill? Will you need a live agent/a direct representative or can you navigate with chat support? Look at what you are currently doing and what you want to work on better.

In the past few years, they have made changes to the platform. When we started using Lattice, it was only a chat feature when you needed assistance. Now, if they see you need more help they will ask you to join a Zoom and further assist you. In addition, I can now allow managers to have a downward view into 1:1 so they can monitor their direct reports directly to ensure 1:1’s are being completed.

This tool can be useful for any company that's looking to have better performance management across their organization.

• Data/Reporting
• Integrations
• Customer support team
• Webinars/thought leadership

Our organization chose to buy Lattice for a few reasons. At the time, they were one of the few companies offering a people management platform at an enterprise level that had been shown to deliver results. Additionally, they provided customization and data through their engagement surveys that helped make a difference at a company level. We also were able to connect it with our ATS for better candidate engagement surveys.

I can't recall anything that we disliked when we were using Lattice. I think the initial setup of integrating it with our ATS and then permissioning to be able to see results was difficult but that wasn't necessarily a Lattice issue as much as an internal controls one.

Lattice competed very strongly with WorkdayHCM and CultureAmp. I generally preferred Lattice and CultureAmp equally though I like the webinars and thought-leadership that Lattice puts out a lot, so that is where I might give it the edge.

• Integrations
• Overall usage
• Ease of use
• Ability to share/collaborate on with the information
• Cost per user or survey

When I was first introduced to Lattice, it seemed everyone talked about the survey capabilities. Since though I've seen it discussed more for the analytics and internal mobility elements. Given how the world has changed, seeing it evolve in that direction is cool.

• People Teams (HR/Recruiting)
• Managers
• Business Leaders
• C-Suite