--- title: "Spradley vs Lattice for Employee Feedback | Spradley" description: "Spradley vs Lattice: run one fallen score through both, see what each does when the reason is unknown, and when to keep Lattice and add interviews." url: https://spradley.io/articles/spradley-vs-lattice --- # Spradley vs Lattice for Employee Feedback Spradley vs Lattice: run one fallen score through both, see what each does when the reason is unknown, and when to keep Lattice and add interviews. Spradley Research Research team Nov 10, 2026 ![A manager in an insurance office, seen from behind, taps a blank wall barometer while a claims handler at a desk of folders raises a hand to speak](https://spradley.io/media/articles/spradley-vs-lattice/hero.webp) Spradley vs Lattice comes down to the question you are stuck on. Lattice puts performance reviews, goals, one-to-ones and engagement surveys in one place. Spradley interviews your people one to one with AI, so you learn why a result looks the way it does and what to do about it. If you run performance in Lattice and it works, keep it. Add interviews for the questions a survey leaves open. Spradley makes one of these two products, so this is our view. We don’t compare performance reviews, goals, benchmarks, integrations or price here. Details about Lattice come from its own product pages, help pages and blog, read on 10 November 2026. They change, so confirm them before you decide, and [tell us](https://spradley.io/contact) if we have something wrong. ## Key takeaways - Lattice covers the running of people processes, surveys included. Spradley covers the reason behind a result and what happens once you have it. - A score shows you where to look. Comments help when someone wrote the cause down. An interview asks each person what sits behind their answer. - Lattice lets someone reply to an anonymous comment. Spradley drafts a whole follow-up interview when a report can’t answer a leader’s question. - Reviews judge a person. Interviews explain a group. Keep those two jobs in separate tools. ## What does each product do? [Lattice’s performance tools](https://lattice.com/performance) cover reviews, talent reviews, one-to-ones, weekly updates and feedback, and it also handles [goals and OKRs](https://lattice.com/platform/goals). Its [engagement product](https://lattice.com/engagement) adds surveys, pulses, eNPS and benchmarks. The [Lattice AI Agent](https://lattice.com/ai) looks for patterns across your people data, and Lattice says its AI does not make performance decisions such as who gets promoted. Spradley is built to find out why, then help you act. Everyone you invite talks one to one with an AI interviewer, and they are told it is an AI. The next question depends on the last answer. Each leader then gets a Personal Agent, an AI agent over their own interview reports, that you question in plain language and that cites what each point rests on. ## What happens when one problem goes through both? Take an insurer with three claims offices, invented for this comparison. The autumn engagement survey comes back, and one result has fallen: senior handlers at one office no longer see a future for themselves there. It happened in the quarter team leaders were reshuffled. The head of claims has to explain it at Monday’s leadership meeting. Pay, promotion, the new team leaders or something else? Nobody knows. ### What does Lattice give the head of claims? A clear view of where the problem sits. Results come by question and theme, and if the survey includes eNPS, [key driver analysis](https://help.lattice.com/en-us/articles/15178943-lattice-ai-engagement-insights) runs automatically when it ends, looking at which themes and questions go with high eNPS. Lattice AI summarises the open comments into two to seven common trends, with a recommendation. If the senior handlers wrote down what was wrong, that may be all you need. If they wrote “no progression here”, you have the topic and still not the reason. Lattice does have ways to ask more. Skip logic, set up by an admin in advance, can show a follow-up question based on someone’s answer. [Comment replies](https://help.lattice.com/hc/en-us/articles/1500005084201-Set-Up-Anonymous-Survey-Comment-Replies-as-an-Admin), when an admin sets them up, let admins and managers respond to a comment. In Engagement surveys the employee stays anonymous and can see who replied, and [can add more context](https://lattice.com/blog/introducing-anonymous-comment-replies). That is a real conversation. It also reaches only the people who chose to leave a comment. From there you build an [action plan](https://help.lattice.com/hc/en-us/articles/360060174474-Create-Survey-Action-Plans) on a shared view of the finished survey. Each action gets a due date and owners, and the plan goes to all participants or stays private. A plan can only be as good as the reason behind it, so this step is where an unexplained score starts to cost you. The Lattice pages we reviewed on 10 November 2026 don’t describe an AI interviewer putting follow-up questions to employees, or a leader’s question becoming a drafted survey or interview. ### What does Spradley give the head of claims? You would start with the people who can answer: the senior handlers at that office. They open a personal link, with no password to remember. The interviewer asks about whatever someone has just said, to get at the reason behind it. Someone who skips a question or keeps it short isn’t nagged. The report splits each area into one finding: what people see happening, the causes they name, and what they suggest. It records the causes people describe themselves and links them across findings. It says how widespread something is in plain words, which matters when a group is this small and a percentage would look more exact than it is. We can’t tell you what this report would say, because this office doesn’t exist. We can tell you what shape the answer takes: a cause, as the people living with it describe it. Then, on Monday, someone asks what nobody planned for. Is it the same for the handlers who changed team in the reshuffle? The head of claims can put that to the report, and within minutes the engine goes back to the raw answers and returns only claims that passed its accuracy and privacy checks. The raw text stays out of the leader’s sight. If the report can’t answer it, Personal Agent writes a draft follow-up interview: up to three themes, with its own brief and introduction. You change it in plain words or throw it away. At least five people have to receive it, and nothing goes out until you confirm. What they say returns as a fresh report, which the agent reads like the first. ## How do the two compare when the reason is unknown? Question to ask Lattice Spradley What do you get first? Results by question and theme, plus key driver analysis when the survey includes eNPS A finding per area: what people see happening, the causes they name, what they suggest Where does the reason come from? Open comments, which Lattice AI summarises into two to seven trends A follow-up from the interviewer on what each person said How do you get past the first answer? Through follow-up questions an admin sets in advance with skip logic, and comment replies when someone left a comment and someone replies The interview does it as it goes, and a follow-up interview goes back to a group of at least five What if a leader asks something new? Pages we reviewed on 10 November 2026 don’t describe it becoming a drafted survey or interview Personal Agent writes a draft follow-up interview for the leader to confirm What happens next? Action plans with owners and due dates, shown to participants or kept private Small experiments in each report, and commitments with email reminders at four and eight weeks ## When should you keep Lattice and add interviews? You don’t have to choose. Reviews, goals and one-to-ones can stay where they are, and you can leave your engagement survey running. Take one result from your last Lattice cycle and run it through three questions. 1. **Can you write the cause in one sentence?** If you can’t, you have a topic. Go and ask. 2. **Did people say that cause, or did you infer it?** If a manager worked it out from a trend, treat it as a guess until the people concerned have spoken. 3. **Is the decision about a person or a group?** A person belongs in Lattice, with their manager, in a review. A group is a job for an interview. A cause you can write down and defend goes straight into a Lattice action plan. Anything else gets a short interview, and only for the group the result is about. Import those people from a CSV file or Slack, and Spradley warns you before sending if the group is too small to get a report. Our guide to [finding out why engagement scores dropped](https://spradley.io/articles/why-engagement-scores-dropped) goes further on tracing a fall back to its cause. Keep the third question strict. Personal Agent refuses to make decisions about individuals and can’t open any single person’s answers. Those limits give someone a reason to speak plainly about their team leader. Our [rules of use](https://spradley.io/constitution) set out the rest. Don’t pull interview findings into anyone’s review. ## What happens once you know the reason? Knowing why is worth little if the Monday meeting ends with a nod. Each Spradley report suggests between two and five small experiments, all able to begin inside two weeks, each with a role, a rhythm and a sign that it worked. Surveys and workshops are left out on purpose, so the answer to a survey problem isn’t another survey. A leader can also save a commitment from a write-up, and Spradley emails a reminder at four weeks and again at eight, until it is marked done. If your managers already live in Lattice, nothing stops you putting the agreed action in a Lattice plan as well. And if you are comparing survey platforms more widely, read [Spradley vs Culture Amp](https://spradley.io/articles/spradley-vs-culture-amp). Have a Lattice result you still can’t explain? [See how a follow-up interview gets drafted from a score that left the reason open](https://spradley.io/contact). ## Frequently asked questions ### Is Spradley an alternative to Lattice? They overlap on one job, hearing from employees. Lattice also runs performance reviews, goals and one-to-ones. Spradley is built for interviews and for what leaders do with them, so you can keep Lattice for performance and add Spradley for the questions a survey leaves open. ### Can you use Lattice and Spradley together? Yes. Keep your Lattice cycle running, pick the result you can’t explain, and invite that group to a Spradley interview. People can be imported from a CSV file or Slack. Keep what you learn apart from individual reviews. ### Does Lattice use AI on survey comments? Yes. Lattice’s help centre says Lattice AI summarises open-ended comments into two to seven common trends with a recommendation, once a survey has ended. Insights are visible to super admins and engagement admins, who can share them with other leaders through a shared view. ### Can Spradley give me a score as well? Yes. Spradley measures engagement with the published three-item Utrecht Work Engagement Scale, and eNPS if you want it. After a rating, the interviewer follows up on it to get the reason, without being given the figure. ## Key terms Key driver analysis Lattice’s analysis of which survey themes and questions go together with high eNPS scores. Comment replies A Lattice feature that lets admins and managers respond to a survey comment. In Engagement surveys the employee stays anonymous. Follow-up interview A Spradley interview with up to three themes, drafted by Personal Agent when a report can’t answer a question and sent only once the leader confirms. ## More articles [Explore all resources](https://spradley.io/articles) [ ![A practice manager in a 1980s veterinary clinic, seen from behind, presses a stethoscope to the closed staff-room door while a vet nurse in profile waits beside her holding a cat carrier](https://spradley.io/media/articles/spradley-vs-leapsome/hero.webp) Comparisons ### Spradley vs Leapsome: Surveys or Reasons? Spradley vs Leapsome on one workplace problem: what each tells you, what each does when the cause is still unknown, and whether to keep, add or replace. ](https://spradley.io/articles/spradley-vs-leapsome)[ ![A couple walking between parked cars in a showroom, one bending to look through a window](https://spradley.io/media/blog/culture-amp-alternatives/hero.webp) Comparisons ### Culture Amp alternatives: when scores don’t tell you why Most searches for Culture Amp alternatives start with scores that don't explain why and results that don't turn into action. Here is what fixes both. ](https://spradley.io/articles/culture-amp-alternatives)[ ![Observers in a darkened room watching a small group talk round a table through a large window](https://spradley.io/media/blog/spradley-vs-listen-labs/hero.webp) Comparisons ### Spradley vs Listen Labs: AI interviews for employees Spradley interviews employees, asks why on every answer and gives each leader a Personal Agent that never sees one person's answer or identifies anyone. ](https://spradley.io/articles/spradley-vs-listen-labs)[ ![A woman reading instruments at a rooftop weather station while a colleague takes notes](https://spradley.io/media/blog/spradley-vs-perceptyx/hero.webp) Comparisons ### Spradley vs Perceptyx: listening suite or AI interviews? Spradley asks why on every answer, then gives each leader a Personal Agent that cites its evidence, launches the follow-up and tracks commitments. ](https://spradley.io/articles/spradley-vs-perceptyx)[ ![A man in an office corridor stands between two doors with his hand near one handle](https://spradley.io/media/blog/spradley-vs-microsoft-viva-glint/hero.webp) Comparisons ### Spradley vs Microsoft Viva Glint: what each tells you Viva Glint scores engagement in Microsoft 365. Spradley asks why on every answer, and each leader's Personal Agent launches the follow-up and checks it. ](https://spradley.io/articles/spradley-vs-microsoft-viva-glint)[ ![A woman in a library writes in a small notebook beside a tall stack of books](https://spradley.io/media/blog/spradley-vs-qualtrics-employeexm/hero.webp) Comparisons ### Spradley vs Qualtrics EmployeeXM: which fits? Qualtrics EmployeeXM measures engagement with surveys. Spradley asks why on every answer, and each leader's Personal Agent launches the follow-up. ](https://spradley.io/articles/spradley-vs-qualtrics-employeexm)