The platform is user-friendly and provides a seamless experience for both front-end and back-end users. It offers a wide range of features that simplify gauging employee sentiment, such as pulse check-ins, engagement surveys, onboarding/offboarding questionnaires, and performance reviews.

The recent addition of the AI Agent supports a self-service model that empowers team members to get answers quickly.

When I was at Primer.ai, the company did not have a formalized performance review process. There was also no intuitive or seamless platform in place to deploy reviews to over 100 employees.

As an HR team, we aimed to build our capabilities to standardize and execute a formal review process, while also creating the conditions that support strong individual and collective performance.

After thorough evaluation, we chose Lattice to facilitate written reviews during the performance review period. We used the first cycle launched on the platform as a teaching opportunity to improve managers' capabilities in performance assessment and feedback delivery.

I've implemented Lattice at both Primer.ai and Sidebench and consider it the gold standard in people success management. Based on my experience, I don’t have any notable dislikes, as the platform continues to improve its offerings.

Lattice has been the only people success management tool I've used that fully meets my expectations, even after vetting other options. It is significantly more intuitive and straightforward.

As a super user, I appreciate the platform’s extensive library of resources and training, which helps users get up to speed quickly.

Pricing may influence whether a company can adopt this tool, given its wide range of powerful features. Lattice segments its platform into specific toolsets, allowing companies to choose which ones to invest in based on their goals.

Before implementation, it's important to have a clear vision of what performance management and success should look like. Aligning your team’s priorities with the platform’s features will help ensure a more successful adoption.

Recently, there has been significant investment in AI, including the rollout of AI Agent, which shifts some HR responsibilities to a self-service model for employees (e.g., Q&A support). This feature acts as an extension of the HR team and supports informed decision-making based on insights from the platform.

Small and large organizations alike can benefit from Lattice, especially when there is a defined performance philosophy and a clear vision for performance management and success, supported by the platform’s features.

The biggest takeaways for me are the user-friendly interface, real-time feedback, and insights into employee engagement.

Lattice is easy to navigate, making it easy to train staff and leaders on the functionality of the platform.

In relation to real-time feedback, it enables stronger communication within teams. Lastly, the engagement survey tools offer insight into employee sentiment and morale.

My organization decided to purchase Lattice to enhance our employee performance management and engagement processes. The goal was for the platform to facilitate continuous feedback, goal setting, and performance reviews in a structured way. We believed this tool would help promote a culture of transparency and communication.

We have been using Lattice for two years. Since implementing Lattice, we have improved our ability to track employee performance and align it with both individual goals and organizational objectives.

Three cons regarding Lattice are the mobile platform, the reporting features, and the pricing structure.

The pricing structure for smaller organizations could be challenging, as it is not inexpensive. The mobile platform isn't as intuitive as the desktop version, so there are opportunities of improvement.

Lastly, the reporting features are at face value and don't have a drill-down option to gain more insight into the analytics.

What sets Lattice apart from its competitors is that it integrates multiple HR processes into a single platform. I’m able to use Lattice to manage performance, employee engagement, and career development in one place, which offers strong overall value.

When considering Lattice, it’s important to evaluate integration capabilities with payroll, HRIS systems, and communication tools to ensure a smooth transition. Some competitors may have limitations in this area. Organizations should also assess the level of customization needed to fully leverage the tool’s value.

Lattice has introduced enhanced features that provide users with greater access and flexibility, demonstrating a strong commitment to user feedback. These updates have helped Lattice maintain its position as a leader in the space.

Lattice is well suited to mid-sized and large organizations that need a comprehensive platform for managing multiple HR functions.

It is simple to use and integrates with other systems via APIs, allowing it to scale with the business. The customer support team is responsive and helpful. The interface is user-friendly, with clear visuals that make goal tracking easier.

My organization purchased Lattice in 2020 to implement and manage OKRs across the business. The platform has been in continuous use since its introduction, with increasing effectiveness over time.

We needed a tool that would align individual objectives with company goals, and Lattice offered a structured way to do that. It provided visibility into progress at every level, allowing teams to stay on track.

Although the tool is easy to use, OKRs can become convoluted as they are built out. If one OKR is not correctly linked to the appropriate parent objective, it can affect all connected goals. The platform can be expensive for smaller businesses.

Lattice has strong brand visibility, especially through HR conferences and events. It stands out by offering SHRM/PHR credits through its training seminars, which adds value for HR professionals.

One of the most important factors is whether the HR team can secure company-wide buy-in for using OKRs. Early adoption must be driven from the top, so HR should work closely with leadership to develop a structured rollout plan.

The platform also requires ongoing management and has a learning curve, so the HR team should be ready to deliver training across all levels after implementation.

In my experience, Lattice has remained consistent and reliable. Their team is easy to reach and quick to resolve issues. There have been steady improvements to the UI and reporting features, and they communicate updates clearly.

Lattice works best for companies with around 50 to 250 employees. Beyond that size, managing OKRs can become more challenging. For larger organizations, the tool may be more suitable for tracking eNPS and engagement metrics rather than goal setting.