Table of Contents
It really stands out to me as a great choice for managing success and getting employees more involved. It’s easy to use and comes with a lot of tools for setting goals, evaluating success, and integrating in different ways.
The market for HR tools is always changing and getting more competitive. Now that there are so many choices, each with its own benefits and features, it can be both fun and hard for businesses to find the right one.
Comparison Table
There are better ways to analyse data, easier ways to get feedback, and more ways to customise these alternatives to Lattice that you should look at if you want to make your HR better and your workers happier. Take a look at the best options and see what makes them better than Lattice.
| Feature | 15Five | Glint | TinyPulse | Reflektive | Peakon |
|---|---|---|---|---|---|
| Feedback Type | Continuous | Continuous | Continuous | Continuous | Continuous |
| Performance Reviews | Yes | Yes | No | Yes | Yes |
| Pulse Surveys | Yes | Yes | Yes | Yes | Yes |
| Goal Tracking | Yes | Yes | Yes | Yes | Yes |
| Customizable | Yes | Yes | Yes | Yes | Yes |
| Reporting & Analytics | Yes | Yes | Yes | Yes | Yes |
| Integrations | Many | Many | Many | Many | Many |
| Pricing | Subscription-based | Subscription-based | Subscription-based | Subscription-based | Subscription-based |
Best Lattice Alternatives
Since a long time ago, Lattice has been a big name in the world of performance management and keeping workers interested. There are, however, many other choices, and each has its own pros.
15Five
| Feature | Description |
|---|---|
| Goal Setting | Set and track individual and team goals for performance improvement. |
| Continuous Feedback | Facilitate ongoing feedback loops between managers and employees for real-time performance discussions. |
| Performance Reviews | Conduct structured performance reviews with customizable templates and feedback mechanisms. |
| OKRs Alignment | Align individual and team objectives with company-wide OKRs for strategic alignment. |
| Pulse Surveys | Run regular pulse surveys to gather feedback on engagement, satisfaction, and organizational health. |
| Reporting and Analytics | Access detailed reports and analytics to measure progress, identify trends, and make data-driven decisions. |
| Integrations | Integrate with HRIS, communication tools, and other software for seamless data flow and collaboration. |
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15Five is a great way to keep track of success over time. Its most important features are weekly check-ins, OKRs (Objectives and Key Results), feedback tools, and ways to recognise employees. These things help me analyse and improve my performance in a structured way. They also keep me in line with the goals of the company and give me the support I need to grow.
I like how simple 15Five is to use a lot. It’s easy for people at all stages of the organisation to use the interface, which makes communication smooth. Because it’s so easy to use, our teams are more likely to keep using it and get the most out of what it has to offer.
The Good
- Simple employee feedback and performance management panel.
- Manage goals and progress with customisation.
The Bad
- Small teams may find the fee excessive.
Glint
| Feature | Description |
|---|---|
| Engagement Surveys | Conduct comprehensive employee engagement surveys to assess satisfaction, motivation, and loyalty. |
| Real-time Feedback | Enable continuous feedback and coaching between managers and employees for performance improvement. |
| Goal Management | Set SMART goals, track progress, and align individual objectives with organizational goals. |
| Analytics and Insights | Gain actionable insights from engagement data, trends analysis, and sentiment tracking. |
| Performance Reviews | Conduct 360-degree feedback reviews and performance evaluations with customizable templates. |
| Action Planning | Create action plans based on survey results to address areas of improvement and enhance employee experience. |
Glint is one of the best ways to get employees more involved and understand how people feel inside of companies. To make things better, we focus on using pulse polls, real-time data analysis, and personalised feedback.
They are very important because they help us get quick, useful comments from our team members. This way, we can know what’s important to our workers and quickly address any issues or ideas they bring up.
The Good
- Analytics for employee engagement and organisational development.
- Use other HR tools.
The Bad
- Organisational customisation takes time.
TinyPulse
| Feature | Description |
|---|---|
| Pulse Surveys | Run frequent pulse surveys to gather feedback on employee morale, satisfaction, and engagement. |
| Employee Recognition | Enable peer-to-peer recognition and appreciation to foster a positive and inclusive work culture. |
| Performance Check-Ins | Conduct lightweight performance check-ins for ongoing feedback and goal alignment. |
| Feedback Mechanisms | Facilitate anonymous feedback channels for open and honest communication within the organization. |
| Culture Assessments | Assess organizational culture and employee sentiment through culture and engagement assessments. |
| Insights and Analytics | Gain actionable insights from survey data, sentiment analysis, and trend tracking. |
| Integrations | Integrate with HR systems, communication tools, and collaboration platforms for streamlined data exchange. |
TinyPulse is great for getting feedback from employees because it doesn’t reveal who sent the message. Along with regular check-ins, I like that it uses a variety of tools, such as anonymous polls and features that offer praise. This helps build a society where people don’t think twice about being honest about their feelings for fear of being judged.
The ease of use of TinyPulse is something that really impresses me. It’s easy for employees to fill out polls and check in, which makes them more interested in their work. It also does a great job of getting feedback—I’ve seen it pick up on useful insights and trends that have helped us make better decisions and make our organisation work better.
The Good
- Easily accessible pulse survey and staff feedback.
- Affordable SMB options.
The Bad
- Fewer advanced features than other platforms.
Reflektive
| Feature | Description |
|---|---|
| Performance Management | Streamline performance reviews, feedback, and goal tracking for continuous improvement. |
| Real-time Feedback | Enable ongoing feedback loops and coaching conversations between managers and employees. |
| Goal Alignment | Align individual and team goals with company objectives for strategic alignment and focus. |
| 360-Degree Feedback | Conduct comprehensive 360-degree feedback assessments for holistic performance evaluations. |
| Analytics and Insights | Access advanced analytics and insights to track progress, identify trends, and make data-driven decisions. |
| Talent Development | Plan and manage employee development plans, learning opportunities, and career growth initiatives. |
Reflektive is a great way to manage performance because it focuses on things like giving constant feedback, having goals, and making personalised plans for growth. Reflektive is different because it’s all about helping people grow and communicating, making sure that everyone’s goals are aligned.
The fact that Reflektive can be changed is a big plus. It works well for you no matter what changes because you can make it fit the way your company does things. This gives managers more freedom, which makes controlling performance easier and better overall.
The Good
- Continuous performance management with live feedback and appreciation.
- Workflows and goals are customisable.
The Bad
- Complexer companies may pay more.
Peakon
| Feature | Description |
|---|---|
| Employee Surveys | Run regular employee surveys to gather feedback on engagement, satisfaction, and organizational health. |
| Real-time Insights | Access real-time insights and trends analysis to track engagement levels and identify areas for improvement. |
| Actionable Feedback | Enable managers and employees to provide actionable feedback and suggestions for continuous improvement. |
| Pulse Check-Ins | Conduct lightweight pulse check-ins to monitor employee well-being, motivation, and performance. |
| Analytics and Reporting | Generate comprehensive reports and analytics to measure progress, identify trends, and make data-driven decisions. |
| Goal Tracking | Set goals, track progress, and align individual objectives with organizational priorities. |
| Integrations | Integrate with HR systems, communication tools, and other platforms for data synchronization and workflow efficiency. |
Peakon’s main goal is to help companies like yours understand and improve the happiness, drive, and retention of their employees. Through polls and analytics, we find out a lot about how your team really feels, which helps you make decisions.
What makes us stand out? We make it easy to plan actions. We find out what makes people interested and happy, so you can focus on methods that work. Based on real facts, we’re here to help you make your workplace a good place to work by dealing with problems head-on and celebrating wins.
The Good
- Acts on employee engagement survey results.
- Data administration is easier with HR integration.
The Bad
- Advanced functionality may require expensive premium plans.
Why Consider Alternatives to Lattice?
- The first one is 15Five. It’s really helpful because it digs deep into employee comments and performance data, which lets us learn important things. It’s also really simple to use, and we can make it exactly what we need.
- BestSelf Co. is the next one. We love that it focuses on getting things done and making goals. It’s very easy to use and helps us build an attitude of always getting better.
- We also need to talk about BambooHR and Workday. These platforms offer full HR options that include performance management without any problems.
- Looking into these choices has been helpful for us. Building up our employees isn’t just about meeting our immediate needs; it’s also about setting us up for long-term success.
Questions and Answers
There is some open-source performance management software available, but it may not be very customisable and may not have a lot of help.
Some of the benefits are more engaged employees, better goals, and the ability to make decisions based on data to improve performance.
For a smooth transfer, it’s important to carefully plan the data migration and train users.