Lattice Reviews – Pricing, Pros/Cons, and User Feedback

Lattice has established itself as a leading tool for performance management and employee engagement. Known for its intuitive user experience and seamless integration with standard workplace tools like Slack, Teams, Gmail, and Outlook, Lattice is now expanding into the HRIS market. In this review, we’ll look closer at Lattice’s strengths, challenges, and potential fit for your organization.

Overview of Lattice

Lattice started as a performance management and employee engagement platform known for its user-friendly interface and integration capabilities. The platform enables employees and managers to conduct 1:1s, manage feedback, and track performance through seamless workflows. Over the years, Lattice has expanded its offerings to include career pathing, compensation management, and now, broader HRIS functionalities.

Despite its growth, Lattice remains focused on improving employee performance and engagement while venturing into HR management tools. However, users should be aware that the platform is still developing some essential HRIS features like payroll and benefits administration.

The Strengths of Lattice

1. User-Friendly Interface with Seamless Integration

Lattice is known for its inviting and intuitive interface, which has earned praise from end-users. It easily fits into existing workflows by prompting employees for feedback and reviews directly through tools they already use, like Slack, Teams, Gmail, and Outlook. This seamless integration makes it easier for employees to participate in performance reviews and feedback loops.

2. Streamlined 1:1 Communication

Lattice offers a robust workflow for 1:1 meetings, which allows managers and employees to set tasks, monitor progress, and align on the next steps. This feature helps streamline communication between teams and fosters better collaboration. The 1:1 functionality ensures that performance conversations are well-documented and actionable, making it a favorite feature for both employees and managers.

3. Career Pathing and Compensation Management

Lattice has recently expanded into career pathing and compensation management. These new modules provide employees with clear guidance on skills and competencies required for advancement, helping to promote growth within the organization. The compensation module allows HR teams to manage salaries and incentives effectively, adding more transparency to employee progression and compensation.

4. Strong Financial Backing and Market Leadership

Lattice has gained strong financial backing and continues to be a market leader in the performance management space. With significant investment and market traction, Lattice is positioned for continued growth and expansion into broader HRIS functionalities. This financial stability makes it a safe bet for organizations looking for a platform that will evolve with them.

5. Expanded HRIS Capabilities

Originally focused on talent management, Lattice is now venturing into HRIS functionalities. The platform has added modules for HR management, onboarding, time-off tracking, reporting, and custom workflows, making it a more comprehensive solution for HR teams. These additions make Lattice a strong contender for companies looking for a unified talent and HR management platform.

Learn More: Compare Lattice and other leading HRIS platforms on OutSail's marketplace

Points to Consider with Lattice

1. Repetitive Automated Questionnaires

While Lattice’s automated surveys and questionnaires are designed to help collect feedback, some users have reported that they can feel repetitive over time. The content may lose freshness, making it harder to keep employees engaged in providing meaningful feedback.

2. Limited Fit for Complex Organizations

For businesses with intricate structures or elaborate performance review processes, Lattice’s current setup may not be robust enough. Given its relative newness in the HRIS space, Lattice may not yet have the flexibility required for organizations with more complex HR needs.

3. Lacks Key HRIS Modules

As Lattice expands into the HRIS space, it’s important to note that the platform does not currently offer time and attendance, payroll, or benefits administration—features that are often expected from full-fledged HRIS platforms. This may limit its effectiveness for companies that need an all-in-one HR solution.

4. Limited Direct Account Support for Smaller Customers

Smaller companies, especially those with fewer than 50 employees, may not receive the same level of direct account support as larger clients. This could be a drawback for businesses that require more hands-on assistance with setup and ongoing support.

Pricing Structure

Lattice operates on a per-employee-per-month (PEPM) pricing model, with costs typically ranging from $14 to $22 PEPM, depending on the size of the organization and the specific modules required. Lattice’s pricing is competitive, given its strong focus on performance management and employee engagement, with additional value offered through its HRIS features.

Deciding if Lattice is Right for Your Business

When considering Lattice for your HRIS needs, it’s important to assess its strengths in performance management and its expanding HR capabilities while understanding its current limitations.

Leveraging Strengths:

• User-Friendly Interface and Integration: Lattice’s seamless integration with Slack, Teams, and email clients makes it easy to incorporate into existing workflows.
• Talent and Performance Management Focus: The platform excels in 1:1s, feedback management, and goal setting, making it ideal for organizations prioritizing employee development and performance.
• Career Pathing and Compensation: With recent additions like career pathing and compensation modules, Lattice provides tools to help employees understand and advance within their roles.

Addressing Challenges:

• Limited HRIS Functionality: Companies looking for a full HRIS solution with payroll, time tracking, and benefits administration may find Lattice lacking in these areas.
• Fit for Complex Structures: Lattice may not be ideal for larger organizations with complex HR needs, especially in the areas of performance management and compensation review.
• Smaller Company Support: Smaller businesses may not receive the same level of direct support from Lattice, which could be a concern for companies that need more hands-on assistance.

Conclusion

Lattice has built a strong reputation for its user-friendly interface and talent management tools, particularly for performance management and employee engagement. As Lattice expands into the HRIS space, it is well-positioned to grow alongside companies that value strong talent development tools. However, businesses with complex HR needs or those looking for a complete HRIS solution should know the platform’s current limitations, particularly payroll and benefits administration.

Lattice offers a comprehensive and user-friendly solution for companies focused on employee performance, career pathing, and engagement. However, until Lattice expands its HRIS offerings further, those needing time and attendance or payroll processing may need to consider other platforms.

FAQs

1. What are the core strengths of Lattice?
   Lattice is known for its user-friendly interface, strong performance management tools, and recent expansion into career pathing and compensation management.
2. What are the challenges of Lattice?
   Lattice lacks key HRIS features like payroll, time tracking, and benefits administration, and it may not be suited for organizations with complex performance review processes.
3. What is the pricing structure for Lattice?
   Lattice typically costs between $14 and $22 per employee per month (PEPM), offering a competitive price for businesses focused on performance and talent management.
4. Who is Lattice best suited for?
   Lattice is ideal for companies focused on talent management and employee engagement, especially those looking for an intuitive, user-friendly platform with career pathing and compensation tools.