Lattice
Lattice helps people teams run pulse surveys, measure sentiment, and turn employee feedback into action.
Custom quoteCloud
Lattice vs Reflektive: Which Is Right for Your Team in 2026?
Lattice and Reflektive both show up when buyers search this category, but they're built for different needs. This page breaks down pricing, features, and what should actually decide this — in plain English, for buyers, not vendors. Not sure which fits? Take the quick quiz below to find out in 30 seconds.
Lattice and Reflektive both address performance management, but Lattice has expanded significantly further as a product. Lattice today covers performance reviews, OKRs, engagement surveys, compensation management, and career development in one platform. Reflektive has remained more focused on real-time feedback and performance review workflows. Teams that want a comprehensive people operations suite tend to outgrow Reflektive's scope. Teams evaluating Lattice should be honest about which features they will actually use versus which are adding cost.
What are Lattice and Reflektive?
Reflektive
Reflektive helps people teams run core HR workflows with less manual coordination.
Custom quoteCloud
How do Lattice and Reflektive compare?
Side-by-side comparison of pricing, deployment, platform support, and trial availability.
Pricing modelCustom quoteCustom quote
Deployment modelCloudCloud
Supported platformsWeb, iOS, AndroidWeb
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Where does Lattice differ from Reflektive?
Lattice and Reflektive are both performance management platforms, but they have diverged significantly in market presence and product investment. Lattice has grown into one of the more comprehensive people management platforms — combining performance reviews, engagement surveys, goals, compensation management, and HRIS in a single product. Reflektive has remained more focused on performance management and engagement without the same platform breadth. For organizations evaluating both, the scope difference is often the decisive factor.
Lattice has expanded its platform substantially: performance reviews, OKRs, engagement surveys, growth and development plans, compensation benchmarking, and a People Management platform (Lattice HRIS) are all available under one roof. This breadth is useful for organizations that want to consolidate vendors or build an integrated people management system. Reflektive focuses on performance management and engagement surveys — it does not offer compensation management or a native HRIS module. For scope alone, Lattice has more surface area.
- Lattice: performance reviews, OKRs, engagement, compensation, and HRIS in one platform
- Lattice: compensation benchmarking and equity modeling tools
- Lattice: career development and growth frameworks
- Reflektive: performance reviews with real-time feedback
- Reflektive: goals and OKR tracking
- Reflektive: engagement surveys and analytics
Both platforms support configurable review cycles, 360 feedback, and manager-employee reviews. Lattice's review builder is more flexible — it supports multiple concurrent review cycles with different populations, complex visibility rules, and calibration workflows. Reflektive's reviews are well-designed for standard use cases but offer less configuration for organizations with non-standard review structures. For HR teams running complex review programs across multiple employee populations with different schedules, Lattice's flexibility is a practical advantage.
Lattice's engagement surveys include driver analysis, heatmaps by department and manager, and eNPS tracking over time. The analytics are solid for most mid-market organizations. Reflektive also offers engagement surveys with analytics. The depth is comparable for routine pulse surveys; Lattice pulls ahead for organizations that want to correlate engagement data with performance or compensation data within the same platform.
Both platforms support goal-setting and OKR frameworks. Lattice's goals module integrates with performance reviews and compensation decisions, creating a connected data model where performance context informs comp conversations. Reflektive's goal tracking is functional but more standalone. For organizations trying to build a connected people operations workflow — where goals feed reviews, which inform comp — Lattice's integrated approach delivers more value.
Lattice charges per user per month with modular pricing — you can start with performance-only and add engagement, growth, and compensation as needed. The performance-only module starts around $11/user/month; full platform access can reach $17–$20/user/month. Reflektive also offers modular pricing but is generally positioned slightly below Lattice on cost. Both require annual contracts and sales engagement for most configurations. Lattice's broader platform creates more opportunity for cross-sell; Reflektive is more contained.
- 1Lattice Performance: ~$11/user/month — reviews, 1:1s, feedback
- 2Lattice + Engagement: ~$4/user/month add-on
- 3Lattice + Growth: ~$4/user/month add-on for career development
- 4Lattice + Compensation: ~$6/user/month add-on
- 5Reflektive Performance: custom quote (typically ~$7-10/user/month)
- 6Reflektive Engage: custom quote (survey module add-on)
- Broadest platform scope — performance, engagement, compensation, and HRIS
- Better compensation benchmarking and equity modeling tools
- More flexible review cycle configuration for complex programs
- Integrated data model connecting goals, reviews, and comp decisions
- Stronger brand recognition and community (Lattice Resources, events)
- More contained scope with less implementation overhead
- Potentially lower cost for organizations wanting only performance + engagement
- Simpler platform for HR teams not ready for full suite complexity
- Less add-on upsell pressure compared to Lattice's modular model
- Good for organizations that do not need compensation management or HRIS
Should you choose Lattice or Reflektive?
The comparison between Lattice and Reflektive has become less balanced over time as Lattice has invested heavily in platform breadth while Reflektive has remained more focused. For organizations evaluating both, the practical question is whether you want a platform designed to grow with you into a broader people management suite or a more focused performance and engagement tool.
Lattice is the stronger choice for organizations with a clear roadmap toward integrated people operations — where performance data, engagement signals, goal attainment, and compensation decisions should inform each other. Its platform approach means you can start with performance reviews and add engagement, compensation, and HRIS as organizational maturity grows, without migrating platforms. The cost is higher, and the complexity is real, but the payoff is a connected people data model that most standalone tools cannot provide.
Reflektive is appropriate when the requirement is specifically performance management and engagement surveys without the overhead of a broader platform. It is simpler to implement, carries less complexity, and avoids the upsell pressure of Lattice's modular pricing. For HR teams that want a clean performance tool without becoming a platform owner, Reflektive is worth considering.
Before committing to Lattice, model the total cost at full platform adoption — the per-module add-on pricing can reach $20+/user/month at full deployment, which is meaningful at 200+ employees. Make sure you will use what you pay for.
Still deciding between Lattice and Reflektive?
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Frequently asked questions
Is Lattice more expensive than Reflektive?
Generally yes, particularly on a full-platform basis. Lattice's modular pricing can reach $17–$20/user/month when performance, engagement, growth, and compensation modules are combined. Reflektive is typically positioned at a lower per-user cost for comparable feature sets. Get custom quotes from both for accurate comparison.
Does Lattice include an HRIS?
Yes. Lattice launched Lattice HRIS (People Management) as a core part of its platform. It handles employee records, org charts, and basic HR data management. Reflektive does not offer a native HRIS and relies on integrations with external HR systems.
Which has better compensation management?
Lattice includes compensation benchmarking, salary bands, and merit cycle tooling as a paid module. Reflektive does not have a native compensation management feature. For organizations that want to connect performance review outcomes to compensation decisions in one platform, Lattice has a clear advantage.
How do they compare for 360 feedback?
Both support 360 feedback as part of their performance review cycles. Lattice's 360 configuration is more flexible — different populations, custom visibility rules, separate cycles. Reflektive's 360 is functional for standard configurations. For complex multi-rater feedback programs, Lattice offers more control.
Is Reflektive still actively developed?
Reflektive continues to operate and maintain its platform, but its product investment and market presence are more limited compared to Lattice's rapid expansion. Before committing to Reflektive, ask about its product roadmap and recent release cadence to ensure it aligns with your long-term needs.
Which integrates better with Workday?
Both Lattice and Reflektive integrate with Workday for employee data synchronization. Lattice's Workday integration is well-documented and commonly used by mid-enterprise customers. Verify integration scope — specifically which fields sync and in which direction — with both vendors for your specific Workday configuration.
Go deeper on Lattice and Reflektive
Full profiles with pricing details, integrations, and editorial reviews.
Lattice
Lattice helps people teams run pulse surveys, measure sentiment, and turn employee feedback into action.
Reflektive
Reflektive helps people teams run core HR workflows with less manual coordination.
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