• Lattice is an all-in-one platform for performance management, goals, feedback, and engagement surveys.
• Strong goal/OKR tracking with team and company-wide alignment features.
• User-friendly interface that’s easy for HR teams, employees, and managers to navigate.
• Customizable performance review cycles with flexible templates and automation.
• Seamless integrations with tools like Slack, Teams, Google Workspace, and BambooHR.

Our organization purchased Lattice to strengthen our performance management and employee engagement processes. We have been using it for about four years, and it has become a central part of how we run performance reviews, gather feedback, set goals, and conduct benefits and engagement surveys.

We use Lattice daily for setting and tracking goals, running review cycles, giving feedback, conducting 1:1s, and analyzing performance and engagement, making it the central hub for our people operations.

• There was a steep learning curve for admins when setting up review cycles and surveys.
• The analytics depth is limited compared to more robust HR data platforms.
• As we grew in team size and needed additional features, it became expensive.
• Feedback and engagement tools lack advanced sentiment analysis.

Compared to competitors like 15Five or Culture Amp, Lattice stands out by offering a broader range of tools in one platform—from reviews to engagement to goals—while maintaining a relatively simple experience. Its interface is modern and user-friendly, making it easy for employees and managers to adopt across the organization.

Its strong integration capabilities with tools like Slack, Google Workspace, and major HRIS platforms also make it easier to embed into daily workflows.

When choosing a tool like Lattice, organizations should consider how well it supports continuous performance feedback and integrates with systems like Slack or HRIS platforms.

Pricing should align with the company’s budget and growth plans. It's also helpful to evaluate the tool's ease of use, administrative configuration options, and ability to scale with organizational needs.

Lattice has steadily evolved to meet the changing needs of HR teams and employees. In 2024, it introduced updates like facilitator roles, bulk actions, and improved calibration reporting to enhance performance review cycles. It also added progress tracking, word-count limits for focused feedback, and better tools for managing compensation.

Engagement features were upgraded with options to import historical data and schedule custom reports.

In 2025, Lattice launched its AI Agent—an always-on assistant that answers HR questions and automates routine tasks—boosting efficiency and employee support. The platform expanded into a more complete HRIS by adding payroll, succession planning, and performance improvement tools.

AI-powered features such as Writing Assist, performance summaries, and survey insights helped streamline review and engagement processes. These smart automations helped create a more unified employee experience.

Lattice is well-suited for mid-sized, fast-growing companies with 100–1,000 employees. It works best for organizations that want to promote a culture of continuous feedback, goal alignment, and transparent communication.

It is ideal for HR teams looking for a single platform to manage performance reviews, OKRs, and actionable employee insights. Lattice also supports distributed or hybrid teams with tools for asynchronous feedback, 1:1s, and engagement tracking across locations.

It performs well in organizations that value people-focused leadership, retention, and growth.

The 1-1 tracker was useful so employees and managers could easily continue from previous discussions. The user interface was very aesthetically pleasing and didn’t resemble a typical HR data system. The praise feature was also effective; we used it to highlight contributions and nominate employees for monthly awards.

We bought it for performance reviews initially. We used it for approximately three years, and I personally used it for 1.5 years. At the time, we did not have a system in place for performance reviews. It also included the 1-1 tracker, which many managers liked. Another benefit was the OKR and goals tracker, which we previously did not have consolidated.

The biggest issue we faced was that it did not meet our company’s GDPR compliance standards for employees in EMEA. As a result, we could not include all EMEA employees and had to manually duplicate efforts.

The calendar for 1-1s was somewhat glitchy and didn’t always sync properly with Outlook. We also had to manually add and remove users, which was administratively burdensome.

The interface is much more user-friendly. It focuses more on feedback and people than on data, unlike many other tools.

Check for compliance with global regulations. Make sure it can integrate with your HRIS. Consider which modules you will actually use.

Lattice has added more modules and an HRIS. They have also expanded features related to AI. Their Grow module has continued to develop.

Lattice is a good fit for smaller companies for some modules. For larger companies, it would only be effective with leadership buy-in, as many features may otherwise go unused.

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.