Lattice Review: The Science-Backed Performance Management Platform

What Is Lattice?

Lattice is a performance management and employee engagement platform designed to help companies build high-performing teams through continuous feedback, goal alignment, employee development, and data-driven insights. Unlike all-in-one HRIS platforms that try to do everything (payroll, benefits, time tracking, etc.), Lattice focuses exclusively on the "people development" side of HR: performance reviews, goal tracking, continuous feedback, engagement surveys, career development, and compensation management.

Founded in 2015 by Jack Altman and Eric Koslow, Lattice has become one of the leading performance management platforms serving over 5,000 companies, including household names like Slack, Monzo, and Robinhood. The platform's core philosophy is rooted in organizational psychology and research from institutions like UC Berkeley—meaning every feature is designed based on science, not just HR trends.

What sets Lattice apart is its beautiful, intuitive interface combined with sophisticated analytics that make performance management accessible to companies of all sizes. The platform replaces annual review dread with continuous feedback cycles, transforms vague goal-setting into trackable OKRs (Objectives and Key Results), and turns employee engagement from guesswork into data-driven insights.

Key Features

1. Performance Reviews & Feedback

Lattice's performance review system transforms what's typically a dreaded annual process into a flexible, continuous feedback loop that actually improves performance.

Review features include:

• Customizable review templates (annual, quarterly, 360-degree, self-reviews, manager reviews)
• Multi-rater feedback collection with anonymity options
• Competency frameworks aligned with company values
• Rating scales or qualitative feedback (you choose)
• Automated review cycles with reminders and deadline tracking
• Review calibration tools for leadership alignment on ratings
• Integration with compensation decisions
• Historical performance tracking to show growth over time

Why it works: Traditional annual reviews suffer from recency bias and create anxiety. Lattice enables more frequent check-ins (quarterly or even monthly) that provide timely feedback when it matters. Employees know where they stand, and managers have structured frameworks for difficult conversations.

Standout feature: Review calibration sessions allow leadership teams to discuss performance ratings together before finalizing, ensuring consistency across departments and reducing bias. This feature is rare in SMB-focused tools but critical for fair performance management.

2. Goals & OKRs (Objectives and Key Results)

Lattice's goal-tracking system helps align individual contributions with company objectives through transparent, measurable OKRs.

Goal capabilities:

• Company, team, and individual goal cascading
• OKR framework with objectives and measurable key results
• Visual alignment showing how individual goals connect to company strategy
• Progress tracking with percentage completion and status updates
• Goal check-ins integrated with 1:1 meetings
• Public goals visible across the organization for transparency
• Goal analytics showing completion rates and team alignment

Real-world use case: A marketing manager sets an objective to "Increase brand awareness" with key results like "Achieve 50,000 social media followers" and "Publish 12 guest posts in industry blogs." These goals cascade down to individual team members who set supporting goals. Everyone can see how their work contributes to the bigger picture, increasing motivation and alignment.

The transparency aspect is powerful—employees across the organization can view each other's goals, fostering collaboration and accountability.

3. 1:1 Meetings

Lattice's 1:1 meeting tool provides structure for manager-employee conversations, ensuring these critical touchpoints are productive rather than aimless.

1:1 features:

• Shared meeting agendas that both parties can edit
• Talking points suggested based on goals, feedback, and recent activity
• Action item tracking with follow-up reminders
• Meeting history so nothing gets lost between sessions
• Private notes for managers to document sensitive topics
• Calendar integration with Google Calendar and Microsoft Outlook
• Meeting analytics showing frequency and consistency

Why this matters: Research shows that regular 1:1s are one of the strongest predictors of employee engagement and retention. Yet many managers struggle to make these meetings meaningful. Lattice provides guardrails that ensure conversations stay focused on development, goals, and feedback rather than just project status updates.

4. Continuous Feedback & Praise

Lattice encourages a culture of continuous feedback by making it easy to give and receive both constructive input and recognition.

Feedback capabilities:

• Request feedback from anyone in the organization
• Give feedback spontaneously when moments arise
• Public praise that's visible across the company
• Private feedback for sensitive development conversations
• Feedback templates aligned with company values
• Feedback library showing all feedback received over time
• Integration with Slack for in-the-moment recognition

The psychological advantage: Traditional performance reviews create a "feedback desert" where employees wait months for input. Continuous feedback provides course correction in real-time, when it's most actionable. The public praise feature also boosts morale and reinforces positive behaviors across teams.

5. Employee Engagement Surveys

Lattice's engagement surveys are designed by organizational psychologists and validated through academic research—not just generic questionnaires.

Survey features:

• Science-backed question libraries developed with UC Berkeley
• Pulse surveys (quick, frequent check-ins on specific topics)
• Annual engagement surveys for deep organizational health assessment
• Custom questions tailored to your company
• Anonymous responses to encourage honesty
• Demographic filtering to identify trends by department, location, or tenure
• Benchmark data comparing your results to industry standards
• Driver Analysis that identifies which factors most impact engagement
• Action Planning tools that suggest interventions based on results

Standout capability: Driver Analysis uses statistical methods to identify which engagement factors (manager quality, career growth, work-life balance, etc.) have the strongest correlation with overall satisfaction. This prevents "analysis paralysis" by showing leaders exactly where to invest attention.

Example insight: A survey might reveal that while overall engagement is 72%, employees who rate their manager highly have 89% engagement while those rating managers poorly drop to 54%. This pinpoints manager quality as a critical lever for improvement.

6. Career Development & Growth

Lattice's career framework tools help employees understand growth paths and what's required to advance—reducing turnover from "nowhere to go" syndrome.

Career development features:

• Career ladders defining levels and competencies for each role
• Skills tracking showing strengths and development areas
• Development goals linked to promotion criteria
• Career conversations integrated with 1:1 meetings
• Manager resources for having effective growth discussions
• Succession planning tools to identify high-potential employees

The transparency aspect is valuable—employees can see exactly what's required to reach the next level rather than feeling like promotions are mysterious black boxes.

7. Compensation Management

Lattice's Compensation module (available as an add-on at +$6 per user/month) streamlines comp reviews and ensures pay equity.

Compensation features:

• Centralized compensation planning and approval workflows
• Budget allocation by department with real-time tracking
• Salary benchmarking integrated with market data (Mercer, Radford)
• Compensation bands to ensure internal equity
• Pay increase recommendations based on performance ratings
• Equity grant management for companies offering stock options
• Compensation communication tools to explain raise decisions
• Pay equity analysis by gender, race, and other demographics

This module is particularly valuable during annual comp cycles when HR teams are juggling hundreds of spreadsheets. Lattice provides structure, transparency, and audit trails that prevent errors and ensure fairness.

8. Organizational Chart & People Directory

Every Lattice plan includes an auto-generated organizational chart and employee directory.

Org chart features:

• Visual hierarchy showing reporting structure
• Auto-updates when employees change roles or managers
• Search and filter by department, location, or team
• Employee profiles with photos, contact info, and tenure
• Integration with HRIS systems to sync employee data

While this seems basic, automated org charts save enormous time compared to manually updating PowerPoint diagrams, and they're invaluable for onboarding new employees or navigating cross-functional projects.

9. Analytics & Reporting

Lattice's analytics turn people data into actionable insights through visual dashboards and customizable reports.

Analytics capabilities:

• Performance distribution showing rating distributions by team
• Goal completion rates and alignment metrics
• Engagement trends over time with demographic breakdowns
• 1:1 meeting frequency and consistency tracking
• Feedback volume and sentiment analysis
• Turnover risk indicators based on engagement signals
• Custom reports with drag-and-drop builders
• Data export to Excel or BI tools for advanced analysis

The platform's science-backed approach shines in analytics—rather than just showing raw numbers, Lattice provides context and recommendations based on organizational psychology research.

10. Integrations

Lattice integrates with popular HR, communication, and productivity tools to fit into existing workflows.

Key integrations:

• HRIS: BambooHR, Workday, ADP, Rippling, Namely, Zenefits
• Communication: Slack, Microsoft Teams (for feedback and reminders)
• Calendar: Google Calendar, Outlook (for 1:1 scheduling)
• SSO: Okta, OneLogin, Google, Microsoft (for authentication)
• Compensation data: Mercer, Radford (for salary benchmarking)

Limitation: Lattice offers about 10 integrations, which is narrower than platforms like Rippling (650+) or BambooHR (100+). However, the integrations Lattice does offer cover the essential use cases for most teams.

Pricing

Lattice uses module-based pricing where you select which features you need. All plans require a $4,000 annual minimum spend, which effectively makes Lattice inaccessible for very small companies.

Performance Management Plan

Starting at $11 per user per month

Minimum: $4,000 annually (requires ~333 employees at $11/month to hit naturally)

Includes:

• Performance reviews (customizable cycles and templates)
• Continuous feedback and praise
• Goals and OKRs with alignment tracking
• 1:1 meetings with agendas and action items
• Organizational chart and people directory
• Basic analytics and reporting
• Mobile app access

Performance + Engagement Plan

+$4 per user per month (total $15/user/month)

Adds:

• Employee engagement surveys (pulse and annual)
• Science-backed question libraries
• Driver Analysis and Action Planning
• Benchmark data and industry comparisons
• Advanced engagement analytics

Grow Plan

+$4 per user per month (total $19/user/month including Performance + Engagement)

Adds:

• Career development frameworks
• Skills tracking and development planning
• Succession planning tools
• Enhanced career conversation resources

Compensation Plan

+$6 per user per month (can combine with other modules)

Includes:

• Centralized compensation planning
• Budget tracking and approval workflows
• Salary benchmarking (Mercer integration)
• Compensation bands and equity management
• Pay equity analysis

Premium Support & Services

Companies spending $10,000+ annually receive premium support including:

• Dedicated account managers
• Phone support (not available for smaller accounts)
• Live, tailored onboarding and training sessions
• In-house implementation experts

Cost Comparison: Lattice vs Alternatives

Pros and Cons

Pros ✅

• Stunning, intuitive user interface: Lattice is consistently praised as one of the most beautiful HR tools on the market. Colorful, large-print, jargon-free design makes performance management accessible to non-technical users.
• Science-backed approach: Features designed with organizational psychologists from UC Berkeley. Driver Analysis, engagement questions, and best practices are rooted in research, not just trends.
• Exceptional educational resources: Lattice Advisory Services provides constantly updated podcasts, video tutorials, ebooks, articles, and even "Admin Office Hours" (45-minute live Q&A sessions). Free, extensive learning for all customers.
• Comprehensive performance features: Reviews, goals, feedback, 1:1s, and career development in one platform. No need to cobble together multiple tools.
• Engagement surveys with actionable insights: Driver Analysis identifies which factors most impact engagement, preventing guesswork about where to improve.
• Excellent analytics and visualization: Colorful charts and graphs that require minimal technical expertise. Data scientists will appreciate the depth; non-technical managers will appreciate the simplicity.
• Auto-generated org charts: Saves hours compared to manually updating diagrams in PowerPoint. Included on all plans.
• Strong HRIS integrations: Syncs with BambooHR, Workday, ADP, Rippling to avoid duplicate data entry.
• Scalable platform: Works for 50 employees or 5,000. Add modules (Engagement, Grow, Compensation) as needs evolve.
• Premium support for larger customers: Dedicated account managers, phone support, and tailored training for companies spending $10K+/year.

Cons ❌

• Expensive for small companies: The $4,000 annual minimum effectively locks out teams under 30 employees. Even at 50 employees, you're spending $9,000+/year for just performance tools (no payroll, time tracking, or benefits).
• Performance-focused only: Lattice doesn't handle payroll, benefits, time tracking, or recruiting. You'll need separate tools for those functions, increasing overall HR tech stack costs.
• Limited integrations: Only 10 third-party integrations compared to hundreds offered by platforms like Rippling or BambooHR. While quality > quantity, limited options can frustrate teams with niche tools.
• Analytics could be more customizable: While pre-built dashboards are excellent, advanced users may find reporting less flexible than enterprise platforms like Workday.
• Learning curve for complex features: While the interface is beautiful, setting up sophisticated review cycles, calibration sessions, and compensation planning can feel overwhelming initially.
• No phone support for smaller accounts: Companies spending under $10,000/year don't get phone support, relying instead on chat and email.
• Overkill for companies with simple needs: If you just need basic annual reviews without goals, engagement, or development tools, Lattice is probably excessive. Simpler alternatives exist.

Who Should Use Lattice?

Lattice is ideal for:

• Growing companies (50-1,000 employees): You've outgrown basic review tools and need a comprehensive performance system to scale culture as you grow.
• Performance-driven cultures: Companies that view employee development as a strategic advantage rather than an HR checkbox. If performance management is a core value, Lattice delivers.
• Tech-forward organizations: Teams comfortable with modern software and willing to invest time in training. The learning curve is manageable but real.
• Companies prioritizing engagement: If retention and culture are pain points, Lattice's science-backed engagement surveys provide actionable insights that generic tools miss.
• Organizations implementing OKRs: Companies adopting goal frameworks like OKRs need transparent, aligned goal-tracking. Lattice makes this seamless.
• HR teams wanting to professionalize: If you're moving from spreadsheets to structured performance management, Lattice provides frameworks and best practices rooted in research.
• Businesses with budget for performance: If you have $10,000-20,000/year to invest in performance and engagement tools, Lattice is among the best investments you can make.

Lattice may not be the best fit for:

• Very small teams (<30 employees): The $4,000 minimum is prohibitive. Consider 15Five ($7/user) or basic performance features in all-in-one HRIS like BambooHR.
• Budget-conscious companies: If $11-15/user/month feels steep for performance tools alone (without payroll or benefits), alternatives like Zoho People ($1.25/user for performance) exist.
• Companies needing all-in-one HRIS: Lattice doesn't handle payroll, benefits, or time tracking. If you want everything in one platform, consider Rippling, BambooHR, or Gusto.
• Organizations with simple review needs: If you just need annual reviews without continuous feedback, goals, or engagement, Lattice is overkill. Use basic Google Forms or a simpler tool.
• Teams with many niche integrations: Lattice's 10 integrations may not connect with your specific tools. Check compatibility before committing.
• Businesses wanting phone support without high spend: If phone support is critical and you have under 100 employees, the lack of phone access below $10K/year spend may frustrate you.

Alternatives to Lattice

Culture Amp

Best for: Companies prioritizing employee engagement and survey sophistication over performance reviews.

Key differences: Culture Amp started with engagement surveys and later added performance features, making surveys its strength. Lattice is stronger in performance reviews and goal tracking. Pricing is similar (~$10-12/user). Choose Culture Amp if engagement is your #1 priority; Lattice if you want comprehensive performance management.

15Five

Best for: Smaller teams (20-100 employees) wanting performance and engagement at a lower price point.

Key differences: 15Five starts at $7/user/month with no minimum, making it more accessible for smaller budgets. The platform is simpler and less feature-rich than Lattice—better for teams that value ease of use over depth. Lattice is superior if you need advanced analytics and compensation management.

BambooHR

Best for: Companies wanting full HRIS (recruiting, onboarding, time off, etc.) plus basic performance tools.

Key differences: BambooHR is an all-in-one HRIS with performance features included, while Lattice is performance-only. BambooHR's performance tools are less sophisticated (no engagement surveys, limited analytics) but you get payroll, benefits, and recruiting in the same platform. Better for "one tool for everything" approach.

Workday Peakon Employee Voice

Best for: Enterprise companies (1,000+ employees) needing sophisticated engagement analytics.

Key differences: Peakon (acquired by Workday) specializes in real-time engagement insights with advanced AI-driven analytics. More expensive than Lattice and focused purely on engagement, not performance reviews. Better for large enterprises; Lattice is better for mid-sized growth companies.

Leapsome

Best for: European companies wanting performance management with strong learning/development features.

Key differences: Leapsome combines performance, engagement, and learning management. Popular in Europe with GDPR-first design. Similar pricing to Lattice but stronger learning features. Lattice has better analytics and compensation management.

Reflektive (now part of Betterworks)

Best for: Companies implementing continuous performance management with real-time feedback.

Key differences: Reflektive focuses on lightweight, frequent check-ins rather than formal reviews. Good for agile, fast-moving teams. Lattice offers more structure and analytics. Pricing comparable.

Ease of Use and Interface

Visual Design

Lattice is widely considered one of the most beautiful HR platforms on the market. The interface uses colorful graphics, clean typography, employee photos throughout, and intuitive navigation. Charts and graphs are visually stunning yet easy to interpret—no data science degree required.

For Administrators

The admin experience is straightforward for basic tasks (launching a review cycle, creating a survey) but has a learning curve for complex configurations (multi-rater calibration sessions, custom competency frameworks, comp planning). Lattice provides templates and guided workflows to accelerate setup.

One standout: Lattice's educational resources (video tutorials, best practice guides, Admin Office Hours) make learning the platform less intimidating than competitors.

For Employees

Employees consistently praise Lattice for being easy to use. Giving feedback, updating goals, and completing reviews feel intuitive. The mobile app provides most functionality (though some advanced admin features require desktop), making it accessible for deskless workers.

Learning Curve

Basic features (1:1s, feedback, simple goals) are usable within days. Advanced capabilities (review calibration, sophisticated OKR cascades, compensation planning) require 1-2 weeks of learning and dedicated implementation support. Lattice's implementation team helps accelerate this.

Customer Support

Support Channels

• Email and chat support: Available for all customers with fast response times
• Phone support: Only for customers spending $10,000+/year
• Help center: Comprehensive documentation with step-by-step guides and videos
• Admin Office Hours: Free 45-minute live group Q&A sessions for customers
• Lattice Advisory Services: Constantly updated library of articles, podcasts, and best practices
• Dedicated account managers: For high-spend customers ($10K+/year)

Implementation

Lattice provides guided implementation including data migration assistance, admin training, and employee communication templates. Most implementations complete in 2-4 weeks. Companies spending $10K+ receive white-glove, in-person implementation support.

Support Quality

Lattice receives strong support ratings (4.5/5 on G2) with customers praising knowledgeable agents and helpful educational content. The main complaint is lack of phone support for smaller accounts.

Security and Compliance

Data Protection

• SOC 2 Type II certified
• GDPR compliant with data processing agreements
• Data encryption at rest and in transit
• Regular third-party security audits
• Annual penetration testing

Access Controls

• Single sign-on (SSO) via Okta, OneLogin, Google, Microsoft
• Role-based permissions with granular controls
• Anonymous survey responses with identity protection
• Audit logs of all system activity

Customer Reviews and Ratings

Overall Ratings

• G2: 4.7/5 (based on 3,600+ reviews)
• Capterra: 4.5/5
• Gartner Peer Insights: 4.6/5

What Customers Love

"We've been able to establish a continuous feedback culture which has enhanced the quality of people management. The implementation of career frameworks has given our employees clear growth paths." - G2 Reviewer

"Lattice is better than its competitors. It feels like it was made for us. Everything is rooted in building a high-performance culture and raising the bar year-on-year." - Capterra Reviewer

Common praise themes:

• Beautiful, intuitive interface that employees actually enjoy using
• Science-backed approach provides confidence in methods
• Exceptional educational resources and customer success support
• Comprehensive features cover the full performance management lifecycle
• Strong analytics make people data accessible to leadership

Common Concerns

• Cost is high, especially for smaller teams due to $4K minimum
• Limited integrations compared to broader HR platforms
• Analytics could be more customizable for power users
• Learning curve exists for complex features like compensation planning
• No phone support unless spending $10K+/year

The Verdict

Lattice is the gold standard for performance management and employee engagement among mid-sized, growth-focused companies. If you view employee development as a strategic investment rather than an HR checkbox, Lattice delivers unmatched depth, beauty, and science-backed insights.

Biggest strengths:

• Comprehensive performance suite: Reviews, goals, feedback, 1:1s, engagement, career development, and compensation in one platform. No need to cobble together multiple tools.
• Science-backed methodology: Features designed with organizational psychologists ensure you're using research-proven approaches, not just trendy HR fads.
• Exceptional user experience: Stunning visual design combined with intuitive workflows makes performance management accessible to non-technical teams.
• Actionable analytics: Driver Analysis and engagement insights identify exactly where to focus attention, preventing "survey fatigue" with no follow-through.
• Educational resources: Lattice Advisory Services, Admin Office Hours, and extensive documentation help teams become performance management experts.

Ideal company profile:

• Company size: 50-1,000 employees (though Lattice serves smaller and larger)
• Budget: $10,000-25,000/year for performance tools
• Culture: Performance-driven teams that value continuous feedback and development
• Growth stage: Rapidly scaling companies that need structure as they grow
• Values: Organizations that invest in employee experience and retention

When to choose alternatives:

• Under 30 employees → 15Five (lower price, no minimum)
• Need all-in-one HRIS → BambooHR or Rippling
• Engagement-first priority → Culture Amp
• Enterprise-scale analytics → Workday Peakon
• Budget under $5K/year → Zoho People or basic HRIS tools

Final recommendation:

Lattice is worth the premium price if performance management is a strategic priority for your business. The platform transforms what's often a dreaded, compliance-driven process into a continuous feedback culture that drives engagement, retention, and results.

The $4,000 annual minimum is a real barrier for small teams, and you'll need separate tools for payroll, benefits, and recruiting. But for companies that can justify the investment—particularly those between 50-500 employees in growth mode—Lattice is the best performance management platform available. The combination of beautiful UX, science-backed features, and exceptional support makes it a standout in a crowded market.

Frequently Asked Questions

How much does Lattice cost?

Lattice pricing starts at $11 per user per month for the Performance Management plan, with a $4,000 annual minimum spend. The Performance + Engagement plan adds $4/user ($15 total), the Grow plan adds another $4/user ($19 total), and the Compensation module adds $6/user. Most companies spend between $10,000-25,000 annually depending on employee count and modules selected.

Does Lattice offer a free trial?

Lattice does not offer a traditional free trial. Instead, they provide personalized demos where you can see the platform in action. Implementation includes training and change management support to ensure successful adoption.

What is the $4,000 annual minimum?

Lattice requires a minimum annual spend of $4,000 regardless of company size. This means even if you have 10 employees paying $11/user/month ($1,320/year), you'd still pay $4,000. Companies need approximately 30+ employees to reach this threshold naturally. This minimum positions Lattice as a premium investment rather than a budget tool.

Can Lattice replace my HRIS system?

No, Lattice focuses exclusively on performance management and employee engagement. It doesn't handle payroll, benefits administration, time tracking, or recruiting. You'll need a separate HRIS like BambooHR, Rippling, or Gusto for those functions. However, Lattice integrates with major HRIS platforms to sync employee data and avoid duplicate entry.

How does Lattice compare to BambooHR for performance management?

Lattice offers significantly more sophisticated performance features—continuous feedback, OKR tracking, science-backed engagement surveys, Driver Analysis, career frameworks, and compensation management. BambooHR includes basic performance reviews but doesn't match Lattice's depth. However, BambooHR is an all-in-one HRIS that also handles payroll, benefits, and recruiting. Choose Lattice if performance is your priority; BambooHR if you want everything in one platform.

What makes Lattice's engagement surveys "science-backed"?

Lattice partnered with organizational psychologists from UC Berkeley to design survey questions based on academic research. The Driver Analysis feature uses statistical methods to identify which factors (manager quality, career growth, work-life balance, etc.) most strongly predict overall engagement. This prevents guesswork about where to focus improvement efforts and ensures survey insights are actionable.

Does Lattice support OKRs (Objectives and Key Results)?

Yes, Lattice's goal module is designed for OKR frameworks with objectives and measurable key results. Goals can cascade from company to team to individual levels, creating transparent alignment. Progress tracking, public visibility, and integration with 1:1 meetings make OKR implementation seamless.

Who gets phone support with Lattice?

Phone support is only available for customers spending $10,000+ annually. Smaller accounts receive email, chat support, and access to the help center, Admin Office Hours, and Lattice Advisory Services. Dedicated account managers are also provided for high-spend customers.

Can Lattice handle compensation planning and pay equity analysis?

Yes, via the Compensation add-on module (+$6/user/month). This includes centralized comp planning, budget tracking, salary benchmarking integrated with Mercer data, compensation bands, equity grant management, and pay equity analysis by demographics. This feature is particularly valuable during annual comp review cycles.