Your Calibration Session Just Hit Hour Four
You're in a conference room with your CFO, VP of Engineering, and head of Sales. The spreadsheet's in front of you. Someone points out: "Wait. 38% got 'Meets Expectations' last year. This year it's 52%. That's grade inflation."
Nobody has a good answer. You've been debating individual ratings for over an hour. By the time you're done, you'll have made 50+ changes with low confidence. Finance needs the numbers locked by end of day.
This is the Lattice experience. It's why the smartest talent leaders are switching to Confirm.
Six Concrete Problems Lattice Doesn't Solve
(That Confirm fixes in your first calibration)
1. Calibration Takes 3+ Hours Because You're Debating Blind
HR exports spreadsheets the day before. Managers walk in with no sense of how they rated relative to peers. They see their team's distribution for the first time during the meeting. This triggers defensiveness.
Real cost:
A 500-person company spends 28 hours of senior leadership time annually on calibration debates. That's $40–60K in executive time per year, buried in spreadsheet reviews.
How Confirm fixes it:
One week before calibration, every manager sees their team's distribution (anonymized, but real). During the session, live distribution grid with real-time alerts: "This manager rated 70% of their team 'Exceeds.' This is an outlier. Recalibrate?" Calibration finishes in 60–90 minutes.
2. Grade Inflation Isn't Caught Until It's Too Late
You intended 10% Exceeds, 80% Meets, 10% Below. You got 35% Exceeds, 60% Meets, 5% Below. By the time you see this, Finance has already calculated bonuses and equity. Your only option: awkward redo or absorb the 5–15% comp overage.
Real cost:
Grade inflation adds 5–15% to annual comp spend. For a 500-person company, that's $500K–$1.5M per year with zero performance benefit.
How Confirm catches it:
During the review cycle, not after. Live grid shows department-by-department distribution. Alerts appear the moment you're drifting: "You've rated 45% of this level 'Exceeds.' Trending toward inflation. Adjust?" Managers self-correct before the meeting.
3. You're Missing Early Warning Signs of Flight Risk
An engineer quits with no warning. Looking back, her Slack activity dropped 60% two months ago. A top performer disengages, but you won't see this in Lattice until the next review cycle—by then it's too late.
Real cost:
Replacing a senior employee costs 1–2x salary. For a 10-person departure that could have been prevented, that's $500K–$1M in replacement costs.
How Confirm prevents it:
Continuous signal ingestion: Slack, email, calendar, collaboration network. Flight risk model updates continuously. Managers get alerts 3 months before departure would occur. Early conversations prevent departures—not always, but often enough to save significant cost.
4. Your Managers Don't Know How to Calibrate Fairly
Some managers rate high, some low. No consistency. You have gender, tenure, and proximity bias baked into your ratings, but Lattice only shows this after calibration is done.
Real cost:
Biased ratings compound annually. Top talent leaves because their contributions were undervalued. Diversity initiatives fail because metrics are distorted by manager bias.
How Confirm coaches managers:
Real-time coaching during the cycle. AI agents flag bias before calibration: "You rated all your male reports higher on 'leadership.' Let's recalibrate." Managers improve because they're getting feedback during the process, not reading about problems later.
5. You're Making Comp Decisions Without Full Context
Your manager writes: "Sarah drove the cloud migration project." But Lattice doesn't tell you: Was Sarah the driver, or just on the team? You're making $50K comp decisions based on what managers remember, not what actually happened.
Real cost:
Misaligned comp frustrates top performers and overpays contributors who had high visibility but low impact. It increases turnover and reduces talent density.
How Confirm provides context:
During calibration, see organizational network data: Who actually collaborated with whom? Who drove which projects? ONA surfaces hidden influencers (people not on org chart who drive decisions). Calibration faster and more accurate.
6. Switching Platforms Seems Risky
You know Lattice. Switching means retraining everyone. Data migration looks complicated. What if the new tool is worse?
Here's why you're wrong:
- Confirm migration takes 2–4 weeks (Lattice: 6–12 weeks)
- 95%+ of org structure transfers cleanly. 85%+ of reviews transfer.
- You can run both systems in parallel during one cycle to build confidence
- Within 30 days, Confirm starts delivering value Lattice can't
Feature Comparison: Confirm vs Lattice
| Feature | Confirm | Lattice |
|---|---|---|
| Calibration Speed | 60–90 minutes | 3–5+ hours |
| Live Distribution Tracking | ✓ During cycle | ✗ Post-cycle only |
| Grade Inflation Detection | ✓ Real-time alerts | ✗ Too late to adjust |
| Flight Risk Prediction | 73–81% at 90 days | ✗ Not available |
| Manager Coaching | ✓ Year-round, AI-assisted | ✗ Review-season only |
| ONA (Org Context) | ✓ Collaboration mapping | ✗ Not available |
| Setup Time | 48 hours | 1–2 weeks |
| Pricing (500 people) | $48K/year | $75–100K/year |
Why Companies Switch from Lattice to Confirm
"We cut calibration time from 4.5 hours to 75 minutes. That freed up 4 hours per manager per cycle. For 25 senior leaders, that's 100 hours per year."
CHRO, 500-person B2B SaaS
"We identified 7 people at risk in Q1. HR checked in with all of them. 5 stayed because someone paid attention. One transferred to a different role. One left anyway. That's a 71% save rate on people we almost lost."
VP People Ops, 800-person SaaS
"Grade inflation was costing us $500K per year. Live distribution tracking caught it in real-time. One calibration cycle paid for a year of Confirm."
CFO, 600-person professional services
"We run Confirm alongside our annual planning cycle, which Lattice never supported. We can see who's isolated, who's burned out, who's doing too much. It's become our talent strategy tool."
SVP People Ops, 2,500-person enterprise
Migration from Lattice to Confirm: Easier Than You Think
What Transfers Cleanly
- Org structure (departments, reporting lines, managers)
- Historical reviews (previous cycles)
- Custom competencies and rating scales
- All user accounts and access levels
- Goal frameworks and templates
Timeline
- Week 1: Data export + integrations setup
- Week 2: Data import + user migration + training
- Week 3: Parallel run (optional)
- Week 4: Cutover to Confirm
- Weeks 5–6: Team coaching
✓ Migration Success Rates
- 95%+ of org structure transfers cleanly
- 85%+ of historical reviews transfer
- ONA accuracy reaches 85%+ by week 4, 95%+ by week 8
Common Questions
How long until we see value?
Immediate (faster calibration day one). Flight risk predictions improve after 4–6 weeks of continuous signal ingestion. Full ONA accuracy by week 8.
Is Confirm's flight risk model accurate?
Validated across 8 customer orgs. 73–81% accuracy for 90-day predictions. Model improves to 85–90% at 120 days. Most useful as an alert for managers to check in, not as certainty.
What about employee privacy with flight risk scores?
Employees never see their flight risk score. Managers see their team's scores, framed as coaching opportunities, not threats. Confirm is SOC 2 Type II, GDPR/CCPA compliant.
Can we run Confirm alongside Lattice during evaluation?
Yes. Many customers run a parallel pilot with one team or department before migrating fully. Our implementation team handles setup with no IT burden on your side. Most pilots run for one review cycle (6–8 weeks).
When should we switch? Mid-cycle or after?
After your current Lattice cycle completes. Finish out your reviews, then switch for the next cycle. Cleaner data migration, less disruption.
Ready to Cut Your Calibration Time in Half?
See your Lattice data in Confirm. Run a live calibration comparison. Talk to a switcher. Choose your next step.
Or email [email protected] to talk to our team.