Lattice

Overview

Lattice is a people management platform built for operators who need to run performance cycles, track goals, and measure team health without drowning in tools or spreadsheets. The core problem it solves: most mid-market and enterprise teams run performance reviews in email threads, track OKRs in Google Sheets, and measure engagement via annual surveys. Lattice centralizes all three into one workflow. Who uses it: People Ops leaders, HR managers, and founders running 50–5,000-person organizations. It's most valuable when you have enough headcount to justify structured performance management but not enough to afford a fully custom HR tech stack. Three concrete workflows: 1. Running a performance review cycle. You set review windows, assign reviewers (including 360-degree feedback), and Lattice handles the routing and reminders. Managers get templates and calibration tools to normalize ratings across teams. No more "why did engineering give 5s and sales give 3s?" arguments. The human approval gate: HR still owns the final calibration meeting and sign-off. 2. Setting and tracking OKRs. Teams input quarterly goals, cascade them from company to individual contributor level, and update progress in-app. Lattice surfaces misalignment ("your OKR doesn't connect to the company goal") and tracks completion. Failure mode: if your leadership team doesn't actually use OKRs, this becomes a reporting checkbox, not a strategy tool. 3. Pulse surveys and engagement checks. Run quick pulse surveys between annual reviews to catch retention risks early. Lattice aggregates results by team and flags anomalies ("engineering engagement dropped 20 points"). This is where the tool earns its seat—early warning system beats exit interviews. Pricing: Lattice typically charges per-employee-per-month for mid-market (50–500 people) and negotiates enterprise contracts. Exact pricing changes with volume and feature tier—check the vendor for current rates. Honest limits: Lattice is not a payroll system, benefits platform, or HRIS replacement. If you need to integrate with Workday or ADP, you'll need API work or a middleware tool. The OKR module is solid for tracking but not a substitute for strategic planning if your leadership team isn't aligned. Engagement surveys are useful but not a substitute for 1-on-1s or real retention work. Alternatives: 15Five (simpler, lighter-weight), BambooHR (broader HRIS), Ally (engagement-first), or building your own cycle management in Airtable if you have a small team and engineering time. Lattice wins if you want all three (reviews + OKRs + engagement) in one place and you're willing to pay for that consolidation.