What Is Lattice, Really?
Lattice is an AI-enhanced HR and performance platform that brings goals, feedback, engagement surveys, and analytics into one simple workspace. Instead of random spreadsheets and scattered feedback, it gives you one clean system to see how people are doing, what they are working on, and how that ties into results like productivity, retention, and even AI sales prediction when you connect people performance to revenue metrics.
Main Features
i.. Performance Reviews Without Drama
Lattice runs structured reviews with custom questions and reminders. No more last-minute panic. This Lattice review shows it ties feedback to AI sales prediction and pay decisions cleanly.
ii. Goals and OKRs That Stick
Set clear goals, link to company priorities, track in dashboards. No mid-quarter confusion. Supports AI sales prediction by showing target progress.
iii. Engagement Surveys With Insights
Run pulse surveys, track eNPS, analyse feedback via Lattice AI. Spot themes fast. Boosts teams that drive AI sales prediction accuracy.
iv. Continuous Feedback and 1:1s
Share feedback, agendas, action items easily. Builds coaching records. Improves performance for better Lattice review outcomes.
v. Analytics Linking People to Results
View trends in performance, engagement, goals. Spot patterns like “engaged teams sell more.” Feeds AI sales prediction models directly
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How Does It Help?
Lattice helps in very practical, money-and-sanity-saving ways, not just in pretty dashboards.
i. Turns People Data Into Smarter Revenue Decisions
By tying goals, performance reviews, and engagement to outcomes, Lattice helps leaders decide where to invest for better results. When AI sales prediction tools say “this quarter looks strong,” Lattice data can tell you why by linking high-performing teams, strong managers, and clear goals to that forecast.
ii. Keeps Teams Aligned On What Actually Matters
Clear OKRs and visible progress mean fewer side quests and more focus on what drives growth. Sales, marketing, product, and HR can all see how their work supports the same priorities, which matters more than any single Lattice review score. That alignment makes every campaign, feature release, or sales push more likely to succeed.
iii. Reduces Burnout and Hidden Friction
Engagement surveys, sentiment tracking, and pulse checks help spot trouble early. When a team’s scores drop, HR can intervene before people quit or performance collapses, which protects your pipeline more quietly than any AI sales prediction dashboard. A happier, supported team usually sells more and argues less in Slack.
iv. Makes Managers Better (Without a 300-Page Manual)
Lattice gives managers templates for reviews, 1:1s, feedback, and action plans. Even new managers can run structured conversations that actually help their people grow instead of just asking, “So, how’s it going?” on repeat. Over time, that shows up in stronger performance data and better outcomes across every Lattice review inside the company.
v. Saves HR a Ton of Time
Automation removes busywork around review cycles, reminders, survey analysis, and reporting. HR teams spend less time chasing forms and more time driving strategic initiatives that influence hiring, retention, and yes, those AI sales prediction models finance keeps tweaking. Less admin, more impact.
Elaborate and Interesting Examples
I. A sales team notices that regions with higher engagement scores are also exceeding targets, while low-engagement regions are consistently missing forecasts from AI sales prediction tools. Lattice helps leadership test this pattern by filtering engagement and performance data by region, leading to targeted manager coaching and better local support.
II. A fast-growing startup keeps missing product launch dates, even though every roadmap looks “realistic.” Using Lattice OKRs and check-ins, they see that engineering and marketing are not aligned on priorities, causing repeated last-minute pivots. Fixing this alignment improves launches and makes AI sales prediction more reliable because campaigns start on time.
III. HR runs a company-wide engagement survey and Lattice AI detects a trend: comments about “unclear career growth” spike in one department. Managers there implement regular 1:1s and clear growth plans, which later shows up as better review scores and lower turnover, protecting pipeline stability that every Lattice review from leadership now points to as a big win.
IV. A CFO wants to know if generous bonuses are actually moving the needle. By using Lattice analytics, the company compares performance, engagement, and retention for teams with different bonus structures. They find that recognition and coaching matter more than raw bonus size, so they adjust their strategy and update AI sales prediction assumptions with more realistic cost-versus-impact data.
Getting Started in 3 Steps
i. Sign Up and Connect Your People Data
First, sign up for Lattice and connect it to your existing HR system so employee data flows in automatically. This saves hours of manual entry and keeps your Lattice review clean and consistent from the start.
ii. Set Up Goals, Reviews, and Surveys
Next, create your first set of goals or OKRs, configure a performance review cycle, and design a simple engagement survey. Start small so people are not overwhelmed; one clear cycle is better than twenty confusing ones that ruin your AI sales prediction because no one fills them out properly.
iii. Launch, Learn, and Adjust
Finally, roll it out to teams, communicate why you are using Lattice, and gather feedback. Use early data to adjust templates, improve questions, and refine your Lattice review of what works, so each cycle produces better insights and more accurate planning.
Use Cases
i. Quarterly Performance Reviews That Don’t Break People
Companies use Lattice to run smooth quarterly or bi-annual reviews with clear expectations and timelines. Employees see feedback in one place, and managers can track growth over time, which informs promotions and performance-related AI sales prediction assumptions around future productivity.
ii. Company-Wide OKR Management
Leadership teams roll out company, department, and individual OKRs inside Lattice, linking each goal up the chain. This ensures everyone knows how their work feeds top-line targets, making every Lattice review of progress straightforward, visual, and actionable.
iii. Engagement Programs and Culture Health
HR teams run regular engagement and pulse surveys, then use Lattice AI to analyse comments and plan actions. This continuous loop of listening and acting keeps culture aligned with growth goals, which is something AI sales prediction alone cannot fix if people are quietly burning out.
iv. Manager Enablement and Coaching
Companies use Lattice to train new managers with templates for 1:1s, feedback, and reviews. This reduces “bad boss” stories and helps teams feel supported, which every internal Lattice review shows as a driver of retention and performance.
v. Board and Leadership Reporting
Lattice reports feed leadership decks with clean charts on engagement, performance distribution, and goal progress. These metrics complement financials and AI sales prediction outputs so boards can see both “numbers” and “people reality” in one view.
vi. Talent Planning and Promotions
HR uses Lattice data to spot high performers, succession candidates, and teams at risk. This structured view reduces bias, improves promotion planning, and makes each Lattice review cycle a strategic tool, not just a paperwork ritual.
Real-Life Examples to Bring It Alive (With Humour)
i. A sales manager used to rely on “gut feeling” and coffee strength to decide who was doing well. After Lattice, they realised their “quiet” rep had the best numbers and strongest engagement scores. Suddenly, AI sales prediction models and Lattice data agreed, and the loud rep had to step up instead of just stepping into every meeting.
ii. HR kept reminding people about performance reviews through long emails no one read. Once Lattice automated reminders, completion rates shot up, and someone joked that the real AI was the system nagging them politely but relentlessly. In every Lattice review of the process, people admitted they needed that gentle digital shove.
iii. A founder thought everyone understood the company’s goals, until a Lattice engagement survey asked, “Do you know how your work ties to company objectives?” and scores came back looking like exam results you hide from your parents. Rolling out OKRs in Lattice turned that confusion into clarity, and even their AI sales prediction got more believable because teams knew what to chase.
iv. One manager used 1:1s mostly to talk about weekend plans and snacks. After setting structured agendas in Lattice, those meetings started covering goals, blockers, and growth, though snacks still stayed on the list for morale research. The team’s performance and every internal Lattice review of that manager improved noticeably.
v. Finance tried to explain why bonuses should change using a giant spreadsheet that scared everyone. Lattice reports let them show simple charts of performance and engagement instead, which people actually understood without needing a translator. The new bonus plan landed better, and AI sales prediction models got updated with less drama than the last season finale of a streaming show.
Common Mistakes People Make
i. Launching Everything at Once
Some teams switch on performance reviews, OKRs, engagement surveys, and feedback tools in one week, then wonder why everyone looks confused and slightly terrified. Lattice works best when rolled out in phases, giving people time to adapt. Start with one or two workflows, then build up, or your first Lattice review will mostly say, “Too much, too fast.”
ii. Writing Vague Goals
Leaving goals like “Do better in sales” or “Improve culture” inside Lattice is a fast way to make data useless. Goals should be specific, measurable, and tied to outcomes, so they can support both performance reviews and AI sales prediction models. Otherwise you are running a Lattice review on what is basically wishful thinking.
iii. Ignoring Engagement Survey Results
Some companies run beautiful engagement surveys, admire the charts, and then do nothing. That is like reading a weather forecast about a storm and still planning a picnic with no umbrella. Lattice only shines when you use insights to create action plans and follow through, which improves every future Lattice review of culture and retention.
iv. Treating Reviews as One-Time Events
If performance reviews only happen once a year, feedback becomes stale and stressful. Lattice is built for continuous feedback and regular 1:1s, so skipping those and relying on annual forms wastes half the value. Think of reviews as snapshots in a movie, not the entire film, and your AI sales prediction about future performance will make more sense.
v. Leaving Managers Without Training
Dropping Lattice on managers without guidance is like handing someone a plane cockpit and saying, “Good luck.” Use Lattice templates, training, and internal examples so managers know how to run reviews, give feedback, and use analytics. Otherwise, every Lattice review will say “nice tool, confusing pilots.”
Simple Examples of These Mistakes
- A company turns on reviews, goals, and surveys in one month, then sees low completion rates and grumpy comments about “too many forms,” proving they launched everything at once.
- A manager sets a goal as “sell more” with no numbers or deadline, making it impossible for Lattice or any AI sales prediction to judge success.
- HR runs an engagement survey, sees low manager scores, then quietly moves on, so the next survey looks exactly the same and everyone shrugs.
- A team only logs into Lattice during the annual review, ignoring 1:1 tools and feedback features, turning the platform into a once-a-year stress machine.
- New managers get Lattice access but no training, so they open analytics once, panic at all the charts, and go back to “How’s it going?” meetings.
