Lattice built a good performance platform: review cycles, goals, one-on-ones, engagement. Teams look elsewhere when they notice how much of it depends on data that lives somewhere else.
- ›What a dedicated performance tool gets right
- ›Why performance data wants to sit next to work
- ›The per-seat problem
- ›What to keep
What it gets right
Structure. Review cycles that actually run, goals that are visible, one-on-ones with shared agendas, and calibration across managers. Companies that adopt a dedicated tool usually do run better performance processes than those improvising in documents.
Keep that discipline whatever you use. See AI in performance reviews.
Why the data wants to move
A review is a judgement about work. The work is in your project tool, the goals are in a planning tool, the delivery outcomes are in a delivery tool, and the feedback is in the performance tool.
So the manager writing the review reconstructs the year from memory and whatever they can find. That is the single biggest cause of recency bias, and no amount of review-cycle software fixes it — it is a data location problem.
When performance sits on the same data layer as the work, the evidence pack assembles itself: goals set and met, projects delivered, feedback given, contributions recorded.
The per-seat problem
Performance tools are priced per employee, and every employee is in scope by definition. So the cost scales with headcount at exactly the moment headcount is the thing you are managing.
Brainis has no per-seat charge. Performance is a section of People OS, included on every plan from $29 a month, alongside Work, Revenue, Hiring and Finance.
The honest gap: Lattice's engagement analytics and its benchmarking against other companies are more developed. If external benchmarks drive your people strategy, weigh that.
What to keep when you move
- ›Written competencies and a rating scale anchored in observable behaviour.
- ›Independent scoring before calibration discussion.
- ›One-on-ones with a cadence and a record.
- ›Anything you have promised employees about how reviews work.
Important: Do not let a migration reset your review calendar. Move between cycles, not during one.
FAQ
Does Brainis do 360 feedback and calibration?
Yes, in the Performance section of People OS, along with goals, check-ins and review cycles.
What about engagement surveys?
Engagement OS covers pulse surveys, eNPS and exit interviews with minimum group sizes enforced. See employee engagement surveys.
Can we import review history?
Export it and archive it. Historical reviews are consulted rarely and are sensitive; most teams keep the archive rather than importing.
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