Lattice runs formal engagement programs. Daylogue keeps daily reflection private.

The decision in plain language

Lattice and Daylogue both come up in workplace software reviews, and they start from different questions. Lattice starts with engagement, pulse, onboarding and exit, and eNPS surveys inside a wider performance, goals, and people platform. Daylogue starts with a private one: what has been shaping your days lately? Daylogue is a system for self-understanding. Someone finishes a long shift, takes two minutes, and later sees their stress running higher on the nights they logged under six hours.

That difference matters more than a feature list. If you need formal engagement measurement joined to performance and people operations, judge Lattice on that job, against its own published material. If you need employee-owned reflection with a deliberately narrow aggregate read on recurring work conditions, judge Daylogue on the daily experience, the aggregate view, and the visibility boundary. Daylogue is a system for self-understanding, not therapy, a coaching service, or an HR tool, and it is not a replacement for qualified professional care.

What Lattice does well

Lattice has real strengths for the job it was built to do, and every point below comes from its own official pages. Lattice publishes its price. The pricing page lists Engagement at $4 per seat per month and states a $4,000 minimum annual agreement, billed annually in US dollars, with Enterprise quoted separately. Its engagement page names Pulse, Onboarding and Exit, eNPS, Surveys and Benchmarks, and AI Analysis, and describes real-time pulse surveys. Benchmarking compares engagement, in Lattice’s own words, across similar industries, regions, and company sizes. Result sharing is granular and bounded. Admins can build full or partial views, recipients of a shared view cannot re-share it, and admins can see whether the anonymity threshold has been met for each view.

Start from the decision you actually have to make. If the answer is a formal HR record, a scheduled survey program, access to a care team, benchmark comparison, or a large content library, buy the tool built for that. Daylogue is not a smaller version of it. Daylogue gives a person a private practice, and it gives the organization a narrow aggregate read on the conditions people keep describing at work. A theme might show that schedule changes keep coming up on one team.

• Lattice publishes its price. The pricing page lists Engagement at $4 per seat per month and states a $4,000 minimum annual agreement, billed annually in US dollars, with Enterprise quoted separately.
• Its engagement page names Pulse, Onboarding and Exit, eNPS, Surveys and Benchmarks, and AI Analysis, and describes real-time pulse surveys.
• Benchmarking compares engagement, in Lattice’s own words, across similar industries, regions, and company sizes.
• Result sharing is granular and bounded. Admins can build full or partial views, recipients of a shared view cannot re-share it, and admins can see whether the anonymity threshold has been met for each view.

Two different ways of listening

Lattice collects input through administrator-designed engagement, pulse, onboarding and exit, and eNPS surveys, including real-time pulse surveys. The organization controls when to ask, what to ask, whom to ask, and what gets reported. That answers one defined question across one defined group. The tradeoff is that the answer arrives in a moment the organization picked, shaped by the wording, the timing, and whether the options offered fit what actually happened.

Daylogue uses opt-in voice and text check-ins that belong to the person. Someone notes the odd Tuesday handoff, a third schedule change this month, or the relief of a decision finally getting made. The note serves that person first. Only eligible aggregate themes reach the employer view, and only once the applicable threshold is met. A new condition at work does not have to become another form in everyone's inbox.

The employee experience is part of the data model

Lattice gives employees scheduled or event-based questionnaires inside a company-run people program, alongside the habits the same page names, such as 1:1s, weekly updates, feedback, and Q&A boards. That works when the task is understood and the purpose is clear. It can still feel like part of a company program, however careful the reporting rules are. Walk the flow as an employee before you buy. Read the notice a participant actually sees. Do not assume staff know what an administrator knows.

Daylogue for Teams turns individual self-understanding into anonymous organizational signal, never the reverse. The private product has to be worth using on its own. A person can open the entries a read came from, reject what does not fit, and keep the record out of any manager view. That limits what a leader can dig into. It also makes the boundary easy to say out loud before anyone joins.

What reaches the employer view

The administrator view for Lattice is survey results that admins and survey admins can share in full or in part, with per-view settings for comments, CSV export, filtering, and AI-generated insights, and role-based default views for department heads, managers, and managers of managers. Depending on configuration, that may be exactly what a people team needs. It also creates choices about roles, exports, filters, comments, identity, and the smallest group that can be displayed. Write those choices down before launch. A privacy setting cannot decide who needs access, why, or for how long.

Daylogue keeps the employer view narrow, and states the shape of it before anyone signs up. Employer-context dashboards are designed not to display individual entry text, transcripts, member-level scores, or participation histories. Eligible aggregate views appear only after the applicable threshold is met: the general floor is five, averages and narrower intersections generally require ten, and some protected settings require fifteen or a higher configured floor. Thresholds reduce reidentification risk; they do not make it impossible. What a leader sees is a theme about the work, not a finding about a worker.

Confidentiality settings are not the same as absence

Lattice documents this identity model: Lattice documents both anonymous and identifiable designs. By its own help centre, anonymous engagement and pulse surveys default to aggregate results only. Within anonymous engagement surveys, though not pulse, an admin can optionally enable an export of all individual responses and comments with names and emails hidden, while the article notes responses may still include fields such as manager or department. Onboarding and exit surveys are identifiable, and an admin may also create an identifiable survey whose responses are linked to the employee’s name. Read that carefully rather than dismissively, then ask the question underneath it. Does data tied to one person exist anywhere in the flow? Can an export carry it? Can an administrator move a threshold? Is an identifiable mode part of the design? Employees deserve a specific answer, not a blanket assurance. On small groups, read it in their own words. Lattice states that a minimum of three employees must answer a question before results are revealed for anonymous engagement and pulse surveys, and that admins can raise that threshold but it can never be less than three. Onboarding and exit surveys are identifiable, so the floor does not apply to them.

Daylogue answers the same question the same way for every customer. Employer-context dashboards are designed not to display individual entry text, transcripts, member-level scores, or participation histories. Employer-context dashboards are designed without a drill-down from an aggregate theme to a person, and the agreement bars use of Daylogue data in employment decisions. That boundary means Daylogue will not answer every question a people team might want answered. It is deliberate. An organization can look at a condition that keeps coming up and change the condition, without needing to know who described it.

Reading without a verdict about the person

On the Lattice side, the analysis is benchmarking that Lattice describes as comparing engagement across similar industries, regions, and company sizes, plus AI analysis it describes as surfacing key drivers, trends, and next steps from survey results. A defined model helps an organization compare groups, watch a trend, and plan a next step. A score, driver, recommendation, or risk label can also sound more certain than the evidence behind it. Ask what the output rests on and what it leaves out. Then write rules for the decisions it is allowed to touch.

Daylogue reads what people choose to share. It surfaces repeat moments and links each read back to the entries it came from, so a person can check the receipts on a Sunday evening and disagree with one. It does not infer emotion from faces, voice tone, or physiology. It does not diagnose, treat, score a person, or tell anyone what to do. The organization receives eligible aggregate themes about the work. Daylogue is not a way to rank people by engagement, wellbeing, loyalty, or likelihood of leaving.

Limitations and tradeoffs to put in the buying memo

Lattice carries limits that come with its role and its configuration, and the points below come from its own documentation. The three-respondent floor covers anonymous engagement and pulse surveys only. Lattice states that onboarding and exit surveys are identifiable, which is the asymmetry employees most need explained. Within anonymous engagement surveys, Lattice documents an optional export of all individual responses and comments. Names and emails are hidden, but the article notes responses may still include fields such as manager or department. Per-view switches for comments, CSV export, filtering, and AI insights mean one privacy promise rarely describes every shared view. The $4 figure covers the Engagement base product only, and the $4,000 annual minimum means a small team will not pay the listed per-seat rate in practice. A scheduled questionnaire measures the topic it asks about, which is a strength for known questions and a gap for conditions nobody put on the form.

Daylogue has plain limits too. It is not an HR record, a performance measure, an industry benchmark, a content library, a coaching program, a care service, a crisis line, or a substitute for qualified professional care. Employer-context dashboards are designed not to show a manager an entry or a route to the person behind a theme, which also means no named follow-up. Participation is opt-in, and what surfaces depends on what people choose to write, so this will never be a full census. A buyer who needs one should not describe Daylogue as meeting that need.

• The three-respondent floor covers anonymous engagement and pulse surveys only. Lattice states that onboarding and exit surveys are identifiable, which is the asymmetry employees most need explained.
• Within anonymous engagement surveys, Lattice documents an optional export of all individual responses and comments. Names and emails are hidden, but the article notes responses may still include fields such as manager or department.
• Per-view switches for comments, CSV export, filtering, and AI insights mean one privacy promise rarely describes every shared view.
• The $4 figure covers the Engagement base product only, and the $4,000 annual minimum means a small team will not pay the listed per-seat rate in practice.
• A scheduled questionnaire measures the topic it asks about, which is a strength for known questions and a gap for conditions nobody put on the form.

Where each product fits, and where the fit ends

Lattice fits when the requirement is formal engagement measurement joined to performance and people operations. It works best where the organization has the staffing, the governance, and the appetite to run that program properly. Software cannot supply manager habits or benefit design. Name the software job and the human work around it in the same memo, or the tool gets blamed for both.

Daylogue fits when the requirement is employee-owned reflection with a deliberately narrow aggregate read on recurring work conditions. The goal is not more data about staff. It is a private practice people use for themselves, plus a narrow aggregate read that can surface a condition long before an annual cycle would. You find out in the third hard week, not in the annual survey. The fit ends where a buyer wants to monitor a person, require participation, rank employees, make care claims, or steer employment decisions.

How the products can coexist

Lattice can stay the system for scheduled engagement cycles while Daylogue covers the months in between, without sending another company questionnaire. Give each system one job. Daylogue entries do not belong in an HR file, and the agreement says so. The formal platform runs the program it was bought for. Daylogue stays the employee's private space and contributes only eligible aggregate themes. When a theme points at a condition, leaders act on the condition through the normal channels.

Launch language matters as much as configuration. Tell employees what Daylogue is for, what the employer view is designed not to show, and where to go for care or urgent help. Give administrators a separate rules sheet covering the threshold ladder, the ban on employment decisions, and the absence of an individual drill-down. Explain Lattice's role in the same message. Nobody should have to guess whether two tools share their private data.

Questions to take into the demo

Spend as much demo time on access and limits as on dashboards. Ask to see the employee-facing notice, the administrator roles, the smallest group that can display, every export format, and what changes when a program is identifiable. Ask who can change those settings after launch. Then ask for a plain map of where data goes, how long it is kept, when it is deleted, and which model providers process employee text.

For Daylogue, ask to see a check-in, the entries behind a personal read, and the exact employer view. Confirm that no entry text, transcript, member-level score, or participation history appears in it. Confirm the threshold ladder and the contractual ban on employment decisions. A buyer should be able to repeat the rule without a lawyer in the room. If the answer softens when someone asks about looking into one employee, the governance is not finished.

Daylogue is a system for self-understanding, not therapy, a coaching service, or an HR tool, and it is not a replacement for qualified professional care. If a demo ever implies otherwise, that is the moment to stop and correct it, because employees will remember the promise made at launch far longer than the settings page.

• Which of our programs are anonymous engagement or pulse surveys, and which are the onboarding or exit surveys Lattice documents as identifiable?
• Who can enable the individual-response export inside an anonymous engagement survey, and who receives the file?
• Which shared views will have comments, export, filtering, or AI insights switched on, and who holds those views?
• With the $4,000 annual minimum and annual billing, what does the first year cost across the modules we actually need?
• Can we state in writing that Daylogue entries never enter Lattice and never enter an HR record?

How the claims on this page were checked

Every Lattice statement here was checked against the official pages listed below on September 1, 2026, and each one is tied to a fact in Daylogue's comparison evidence registry. A published vendor claim is the vendor's own account of its product, not an audit of it, and this page repeats it as theirs. Where a capability was announced but not published on a durable product or support page, it was left out rather than repeated. This page is scheduled for recheck on October 1, 2026.

Two claims came off this page in this review. Offboarding surveys and custom surveys were removed because Lattice’s engagement page names Onboarding and Exit only and does not use either term. The description of anonymity thresholds as simply configurable was replaced with the documented asymmetry: configurable upward from a floor of three for anonymous engagement and pulse surveys, with onboarding and exit surveys identifiable. Two help-centre links were updated to the articles they now redirect to, and the pricing figures were added from Lattice’s own pricing page. Lattice’s customer outcome figures and its labels for AI output are its own and are not adopted here. Daylogue's own figures come from its published pricing page and its approved enterprise positioning. No efficacy, outcome, clinical, or safety claim is made here for any product, including Daylogue.