Lattice Problems & Issues

Users report significant time learning to set up custom questions, templates, and review cycles. Without prior knowledge or training, figuring things out independently is very difficult. No introductory emails or guided setup makes onboarding frustrating.

Switching between different Lattice modules (performance, goals, engagement) requires extra clicks and feels clunky. Settings are buried and hard to find. Working in different OKR sections and subsections becomes difficult and confusing.

Users found filling up goals and objectives quite confusing. Updating them is tedious, and sending feedback from managers one by one is difficult. The overall review process is described as complex and time-consuming rather than streamlined.

Custom reporting and analytics remain the most repeated complaint in 2026 G2 and Capterra reviews. Admins export OKR and review data to Excel to filter it, and intricate cross-module reports are hard to build inside Lattice.

Automated surveys and questionnaires can feel repetitive over time, losing freshness with employees. Engagement survey fatigue sets in as the same questions cycle through, reducing response quality and participation rates.

Lattice now sells Performance ($10/seat/month), Goals & OKRs ($8) and Engagement ($4) separately, plus Compensation (+$6) and Grow (+$4) add-ons, all billed annually with a $4,000 minimum. A company buying Performance + Goals + Compensation pays $24/seat/month ($288/seat/year), and reviewers still ask for more modular pricing for small teams.

Lattice told customers in November 2025 that it is exiting HRIS and Payroll: Payroll access ended March 31, 2026 and HRIS access ended July 31, 2026, with historical HRIS data unavailable afterward. Customers had to migrate employee records, time off and workflows to another HRIS; reported credits covered the remaining subscription.

Users report the performance review function is buggy. One reviewer described the overall product as low-quality and not recommended. The tool is described as very time-consuming when it's supposed to save time.

The calendar for 1:1s is glitchy and doesn't always sync properly with Microsoft Outlook. Setting up meetings and linking Lattice meetings with calendar meetings is difficult. Some users report recurring sync failures.

Lattice's Goals product now connects to Jira Cloud and Salesforce for goal progress, but action items from reviews and 1:1s still don't flow into task tools like Asana or Monday, so teams track follow-ups twice. The Jira sync is hourly and ignores subtasks unless the JQL query includes them.

With Lattice HRIS gone, every customer now syncs people data from an external HRIS (BambooHR, ADP, Workday, etc.). Manager changes must be made in the HRIS, employees with blank required fields (e.g. BambooHR Pay Type, ADP work email) are skipped, and changes made after a review cycle launches don't reach that cycle.

Major concern: HR and supervisors have access to 1:1 notes despite Lattice marketing itself as a space for authentic employee conversations. This complete lack of privacy undermines trust and makes employees hesitant to share honestly.

The mobile version lacks certain features and feels less responsive compared to desktop. Critical functionality is missing on mobile, forcing users to switch to desktop for full access to reviews and settings.

Even with super admin access, users don't have full control over customization and automation. The platform limits what admins can configure, forcing workarounds or acceptance of default behaviors that don't match company needs.

For some organizations, Lattice does not meet GDPR compliance standards for employees in EMEA regions. Companies are forced to manually duplicate efforts and exclude EMEA employees from the platform entirely.