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Lattice Performance vs Workday comparison

 

Comparison Buyer's Guide

Executive Summary

Review summaries and opinions

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Categories and Ranking

Lattice Performance
Ranking in Talent Management
20th
Average Rating
8.0
Reviews Sentiment
7.4
Number of Reviews
1
Ranking in other categories
No ranking in other categories
Workday
Ranking in Talent Management
2nd
Average Rating
8.2
Reviews Sentiment
6.9
Number of Reviews
55
Ranking in other categories
Benefits Administration (1st), Cloud HCM (2nd), Talent Acquisition (1st)
 

Mindshare comparison

As of April 2025, in the Talent Management category, the mindshare of Lattice Performance is 0.8%, up from 0.5% compared to the previous year. The mindshare of Workday is 18.1%, up from 16.2% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Talent Management
 

Featured Reviews

reviewer2625738 - PeerSpot reviewer
Informal performance reviews and feedback collected effortlessly
What I like is that it's fairly easy to get informal performance reviews. I can use it to have a written data point that is not as formal as my annual or semiannual performance review, however, I can still give feedback and collect data points, and then have them all compiled in the workplace.
Akash Nigam - PeerSpot reviewer
User-friendly, well-organized, offering a structured step-by-step process for configuration
I would really like to see a more robust timekeeping solution in Workday. Currently, most organizations are using Kronos for timekeeping and Workday for HR data. They then integrate Workday with Dimensions to manage time-related activities and payroll processing. I think if Workday could enhance its timekeeping solution to match the functionality and flexibility of Dimensions, it would be a really good product. Another area for improvement is payroll. Workday payroll is not very extensively used in the North American market, but it is more widely used in Europe. There is a lot of complexity in payroll processing in North America, but I think there is still a lot of room for improvement in Workday. In the next release, I would like to see pre-built or predefined connectors for Dimensions and other applications. Currently, we have to use Boomi or another middleware application to integrate Workday with these systems. I think pre-built connectors would be very helpful, especially for Dimensions, which we do not currently have a connector for.

Quotes from Members

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Pros

"What I like is that it's fairly easy to get informal performance reviews."
"It is very stable."
"First time users, understanding accessibility and consolidated data is fairly easy. The solution improves productivity for users and reduces the need to switch between different tools."
"The most valuable features of the solution are the usability, learning, and compliance tools."
"Workday is a holistic HR solution."
"The most valuable feature of Workday is the ease of navigation to browse the application. The solution can hold information about the company and people with accounts can be discovered by others in the whole company."
"It's easy to set up."
"It helps the users to enroll for the benefits automatically and update their life events without the involvement of HR individuals or back-office staff. It enables a person to take action on their own. It reduces the administrative burden on HR and puts the ownership on the person that is going through the life event, whether it is having a child, taking a leave of absence, or something else. There are easy ways to integrate Workday with your common benefits. At least in the USA, it can be integrated with common benefits providers such as Fidelity, Blue Cross Blue Shield, Aetna, etc. It has got a connector that is able to connect with the vendor or the third party to which you are trying to send the eligibility file. It basically allows us to automate or set up the tool, and the integration with the provider is a lot quicker than competing tools. When it comes to reporting on just eligibility and SLSA, it is a lot more user-intuitive. Depending on the purpose of what you are doing, you can grant security rights or roles, for example, you can control whether someone is a benefits administrator doing an independent audit. Workday makes it very easy to do that. It significantly simplifies the reporting process."
"The solution is extremely stable."
"The platform itself is very robust and I generally like the reporting and analytics capability."
 

Cons

"I am not really sure what improvements can be made."
"Maybe it could develop a module based on the staffing of resources or something. On the other hand, it's very basic."
"My only suggestion might be to include a brief description of any new fields we introduce, making it easier for people to use them. Perhaps this is something they can consider implementing."
"They don't offer any backend database access. This is one limitation that I found in this product. Workday hasn't opened up about what kind of database they are into, which can make it easy for the technical team to emulate issues. It would be good if they can offer backend access to the technical team. It would be helpful if they can also provide a Troubleshooting Guide that we can use to troubleshoot issues. When we have an issue, there are very limited resources to refer to."
"They could provide a web chatbot feature in the dashboard for Workday."
"The cost of Workday is certainly not inexpensive. It's very pricey."
"There is a lot of complexity in the configuration of this solution."
"The finance module of this solution is not great and needs improvement."
"This solution could be improved by providing user-level access to customization capabilities. Users currently rely on more technical teams to customize reports, for example."
"Setting up reports can be a bit tricky."
 

Pricing and Cost Advice

Information not available
"Its price is pretty high. It is more expensive than what is offered by other competitors in the market."
"The pricing is good from an HR perspective, although management gets upset after spending $500,000 a year, every year."
"By and large, Workday is expensive. It is based on the headcount. I'd probably rate it a three or four out of five in terms of pricing. It'd be like buying a Mercedes or a high-end car. It's expensive, but there's a specific value that you're getting with additional features and things of that nature. Using that metaphor, Workday probably tends to be more of a luxury. There are others like ADP that can do your payroll, your time off, and other things, but they don't do it as well."
"With a bigger budget, I would recommend SAP."
"You have the license fee per module, and then you have a kind of annual training fee, which is a kind of add-on. I wouldn't say it is exhaustive; it is minor. Licensing is pretty transparent for most of the part."
"It's very, very expensive."
"Workday is moderately priced - I'd rate its pricing three out of five."
"I would rate the solution’s pricing a six out of ten."
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Top Industries

By visitors reading reviews
Computer Software Company
18%
University
9%
Media Company
8%
Construction Company
6%
Educational Organization
33%
Computer Software Company
8%
Financial Services Firm
8%
University
6%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
No data available
 

Questions from the Community

What needs improvement with Lattice Performance?
I am not really sure what improvements can be made.
What is your primary use case for Lattice Performance?
I mostly use it for submitting performance evaluations and potentially informing my manager about my tasks for the week, as well as having a look at the organizational chart of my company. I might ...
What advice do you have for others considering Lattice Performance?
Actually, I think it's pretty basic. I don't like anything in particular. Maybe it could develop a module based on the staffing of resources or something. I would say it is fit for what it does. On...
What are the biggest differences between Workday, Oracle Cloud and SAP SuccessFactors?
Differences between Workday, Oracle Cloud,w and SAP SuccessFactors:w Oracle: "simple interface and deep customization to suit the purpose." SAP: Multiple functionalities that increase process effi...
What do you like most about Workday?
I like its UI and UX. When we were using Oracle or SAP, the UI/UX wasn't very user-friendly for the employees.
What is your experience regarding pricing and costs for Workday?
If you go with the launch implementation approach, the solution is generally not very expensive. If you want to add more features to your subscription, Workday becomes expensive. The solution is fl...
 

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