Used For

• +**Your performance reviews take forever and tell you nothing useful** → AI cuts review writing time in half, surfaces real patterns in team performance
• +**Goals get set in January and forgotten by March** → OKR tracking with regular check-ins keeps everyone aligned on what actually matters
• +**Feedback happens never or goes nuclear in year-end reviews** → Built-in prompts and workflows make ongoing feedback feel natural instead of awkward
• +Microsoft Teams integration - employees get goal updates and survey prompts where they already work
• +Compensation planning with actual data - no more guessing who deserves raises based on who speaks up loudest

Best For

• >Your annual reviews are a joke and nobody remembers what they did 6 months ago
• >You're scaling past 50 people and spreadsheets for goal tracking are falling apart
• >Managers avoid giving feedback because they don't know how or when

Not For

• -Teams under 50 people — you're looking at $6K minimum for features a Google Form could handle
• -Companies wanting plug-and-play simplicity — this needs someone to set up workflows, templates, and actually manage the system
• -Anyone hoping to eliminate performance management entirely — this makes it better, not optional

Pairs With

• *Microsoft Teams (where employees actually get goal updates and complete surveys instead of ignoring email)
• *BambooHR (for the basic HR stuff like time off that Lattice doesn't handle)
• *Slack (alternative to Teams for notifications, though integration isn't as deep)
• *Greenhouse (recruiting tool that feeds into succession planning once people are hired)
• *Compensation management tools (like Pave or Compa for salary benchmarking and pay equity analysis)
• *Google Workspace (for the actual documents and spreadsheets that still happen around performance cycles)

The Catch

• !The $6K starting price is just the beginning - modular pricing means you'll keep adding features that should probably be included
• !Your managers still need to actually care about developing people - the tool won't fix a culture that doesn't value feedback
• !Setup requires thinking through your actual performance philosophy, not just checking a software box

Bottom Line

Takes performance reviews from once-a-year torture sessions to something that actually helps people grow (and managers don't dread).