Lattice
Performance ManagementPeople management platform focused on performance, engagement, and development.
Overview
Lattice is a comprehensive people management platform that combines performance management, employee engagement, career development, and compensation management into one integrated system. The platform enables continuous performance conversations through 1-on-1 meeting templates, 360-degree feedback, OKR and goal tracking, and pulse surveys to measure employee engagement. Lattice is particularly popular among high-growth technology companies seeking modern alternatives to traditional annual review processes.
Pros & Cons
Pros
- ✓Intuitive and user-friendly interface with minimal learning curve for employees and managers
- ✓Strong focus on continuous feedback and modern performance management practices
- ✓Excellent integrations with popular tools like Slack, BambooHR, Workday, and HRIS systems
- ✓Robust analytics and reporting dashboards provide actionable insights on team performance
- ✓Highly responsive customer support with dedicated success managers for larger accounts
- ✓Regular product updates and feature releases based on customer feedback
Cons
- ✗Pricing can be expensive for smaller organizations, starting at $11 per user per month
- ✗Some advanced features (compensation management, career development) require higher-tier plans
- ✗Limited customization options for performance review templates and workflows
- ✗Mobile app functionality is more limited compared to desktop experience
- ✗Reporting can be complex to set up for non-technical administrators
Who Should Use This?
Best For
- →Mid-sized technology companies (100-500 employees) with modern performance management philosophies
- →High-growth startups transitioning from informal to formal performance processes
- →Organizations prioritizing continuous feedback over traditional annual reviews
- →Companies seeking integrated performance management and engagement in one platform
- →Teams already using tools like Slack and wanting seamless workflow integrations
Not Ideal For
- →Very small companies (under 50 employees) with limited budgets for performance tools
- →Large enterprises requiring extensive customization and complex approval workflows
- →Organizations preferring traditional annual review cycles without continuous feedback
- →Companies needing advanced succession planning or complex compensation modeling
- →Industries with highly regulated performance documentation requirements
Key Features
Implementation
Lattice implementations typically take 2-6 weeks depending on organization size and complexity. The process includes initial setup and configuration (1 week), data import and integration setup (1-2 weeks), admin training (3-5 days), employee rollout and training (1-2 weeks), and optional consulting for review cycle design. Lattice provides implementation guides, live training sessions, and dedicated customer success managers for smooth onboarding.
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Quick Info
Lattice offers tiered pricing based on modules and company size. Performance Management + OKRs starts at $11 per user per month. The Engagement module adds $4 per user per month. The Grow (career development) module adds $4 per user per month. Compensation module pricing is custom. A company with 200 employees using Performance + Engagement would pay approximately $3,600 per month ($43,200 annually). Annual contracts are standard with discounts for multi-year commitments.
📋 Implementation Guide
Step-by-step guide to implementing Performance Management software
View Guide BelowOpen Full Guide PageImplementing Performance Management Software
Launch performance management software that employees will actually use.
Implementation Steps
Design your performance management approach before configuring software.
Key Tips:
- Decide on review frequency (annual, semi-annual, quarterly)
- Choose review types (self, manager, 360, peer)
- Define rating scales or qualitative approach
- Align with company goals and OKRs
- Get executive buy-in on process
- Keep it simple - you can add complexity later
Common Mistakes to Avoid
- ×Making process too complex - leads to low completion rates
- ×Not training managers on feedback skills - tool alone won't help
- ×Launching during busy season - reviews become checkbox exercise
- ×No accountability for completion - reviews get ignored
- ×Rating scales without clear definitions - inconsistent ratings
- ×Not showing value to employees - seen as HR busywork
Best Practices
- Start simple - add complexity only if needed
- Focus on ongoing feedback, not just annual reviews
- Make it conversational, not transactional
- Tie reviews to development, not just ratings
- Share positive feedback publicly when appropriate
- Review completion should be a manager KPI
- Continuously gather feedback and iterate
- Celebrate great feedback examples
Frequently Asked Questions About Lattice
Common questions about Lattice, including pricing, features, integrations, and who should use it.