Lattice starts at $11/user/month for Talent Management, but add-ons like Compensation ($6/user), HRIS ($10/user), and Engagement quickly inflate costs. Companies with 100+ employees report spending $15,000-50,000+ annually. Minimum annual agreement of $4,000 required.

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.

Reporting dashboards could be more flexible with customization options. Finding data for intricate reporting is difficult. Users struggle to create custom reports that match their specific analytics needs.

Lattice lacks automated reminders for manual review cycles. HR teams must manually track and remind managers about pending reviews, adding administrative burden and increasing risk of missed deadlines.

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.

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 cannot integrate with task management systems, creating an administrative nightmare. Action items from reviews and 1:1s can't sync elsewhere, forcing duplicate system management and doubling workloads for HR teams.

Changes made in Lattice that aren't in the HRIS cannot be updated due to direct linking. Custom fields for demographic data have sync limitations between integrated systems. APIs are difficult to manage for non-standard configurations.

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.

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.

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.