Try our new research platform with insights from 80,000+ expert users

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."
"The solution is stable."
"Workday's best features are planning and finance."
"Workday is a secure product."
"It was more efficient for the agents for their performance reviews, but when it came to HR and the recruitment team, it sometimes worked, and sometimes, it didn't work."
"Performance and good usability are the two most valuable features of this solution."
"We use the platform for tasks, including applying for leaves, communication, and adhering to our organization's policies through efficient goal setting and reviews."
"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."
"It is easy to use and straightforward."
 

Cons

"Maybe it could develop a module based on the staffing of resources or something. On the other hand, it's very basic."
"I am not really sure what improvements can be made."
"The UI, UX (user experience) is very bad. It is not very interactive."
"It is good that much of the development is based on community input but often that can lead to details being ignored and small, nagging issues are ignored."
"The security console should be made less complex."
"It has missing functionalities. Specific countries, like Germany, didn't have the option to do payroll. Now we need to look for another product for HR."
"One area that could be improved with Workday is the analytics side."
"In terms of reporting, we have to rely on a consultant to do the report customization. The most important thing is to be able to do your own reporting, which it can't do. We rely so much on our consultant to customize reports for us."
"Workday does have a community site where people can go on and off for suggestions. They call them Brainstorms, and you can vote them up. That is something that they do well, but oftentimes, they seem to be racing to deliver something based on what a competitor is delivering. For example, if they hear SAP has this new functionality and learning that's going to be coming out, they prioritize there, which makes sense, but unfortunately, some of these Brainstorms may get neglected where the product might not be improved as quickly or as needed for the customers. You might be waiting for a year or two to get a feature that you'd like released. They should pay more attention to customer feedback and ensure that customer feedback is an essential part of their product roadmap."
"The product must include payroll features."
 

Pricing and Cost Advice

Information not available
"I would rate the solution’s pricing a six out of ten."
"It is on a yearly basis."
"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."
"The pricing for this solution is fairly high. It is not affordable for small and mid-sized companies."
"The solution is flexible in terms of pricing."
"I rate the product’s pricing a ten out of ten."
"It's very, very expensive."
"Its price is pretty high. It is more expensive than what is offered by other competitors in the market."
report
Use our free recommendation engine to learn which Talent Management solutions are best for your needs.
849,190 professionals have used our research since 2012.
 

Top Industries

By visitors reading reviews
Computer Software Company
20%
University
10%
Media Company
8%
Construction Company
7%
Educational Organization
29%
Financial Services Firm
8%
Computer Software Company
8%
Manufacturing Company
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...
 

Comparisons

 

Overview

 

Sample Customers

Webflow, Robinhood, Loom, Udacity, Discord, Article, Intercom, Gusto, Shippo, DemandBase, Linktree, GreenState
AAA, Allied Global, Avago Technologies Limited, Aviva, Cardinal Health, CareFusion, Chiquita Brands International, Equifax, Flextronics, HP, Life Time Fitness, McKee Foods, MGM Resorts International, Sanofi, ServiceSource International, Symantec, TripAdvisor, Yahoo!
Find out what your peers are saying about SAP, Workday, Oracle and others in Talent Management. Updated: April 2025.
849,190 professionals have used our research since 2012.