Introducing Lattice Performance Improvement Plans

Announcements

July 23, 2025

Performance conversations aren’t always easy, but they’re necessary. And when someone isn’t meeting expectations, companies need to respond in a way that’s fair, structured, and supportive — all while protecting the business.

HR can’t afford to deal with underperformance reactively, inconsistently, or through one-off workarounds.

That’s why we’re excited to introduce Lattice Performance Improvement Plans (PIPs), a brand-new product that transforms PIPs from static documents into a dynamic, trackable tool for growth. Built directly into Lattice Performance, PIPs helps HR and managers tackle underperformance with confidence, clarity, and care.

Bringing Clarity to One of HR’s Toughest Challenges

When an employee’s performance starts to slip, time matters, and so does how the situation is handled. Too often, companies fall back on outdated or manual processes. Managers draft their own Word docs. HR loses track of where things stand. Employees feel blindsided or unsupported. Simply put, most PIP processes today are risky and inefficient.

Lattice PIPs solves for that by giving companies a structured, in-platform way to build, track, and analyze performance improvement plans at scale, with built-in templates, audit trails, approval flows, and granular permissions to ensure only the right people have access to this sensitive information.

Lattice PIPs brought structure, visibility, and accountability to a process that was previously scattered across emails and documents. Now it's centralized and actionable for both managers and employees.

Kayshia Kruger, Director of Organization Development, ORC

A Lattice PIP is shown for an employee named James Loke. The plan has been marked as successful. A right hand panel shows updates — Create consitent, collaboritve performance improvement plans with built-in templates, timelines, and stakeholder visibility, so managers and HR are always aligned.

The First PIP Tool Designed with HR, Managers, and Employees in Mind

Most HR tools don’t offer a dedicated solution for managing underperformance. Instead, companies are left cobbling together makeshift processes, using clunky and outdated systems, or “hacking” their way through it by repurposing goals, reviews, or feedback tools.

Lattice Performance Improvement Plans was built from the ground up for modern people teams. Over the past year, we’ve worked closely with dozens of HR leaders to understand what they actually need in a PIP tool: flexibility, structure, and data.

We heard you. Lattice PIPs provides:

HR-approved templates: Start with consistent language and expectations. Need different templates for global teams? You can add as many as you need.
Approval workflows: Managers can’t share plans until HR gives the green light. You stay in control of what’s sent and when.
Employee acknowledgment flows: Employees confirm receipt of their plan in-platform, creating clarity from the start. You can even personalize the acknowledgment message to match your tone and culture.
Collaborators: Bring in HRBPs, department heads, or other stakeholders. They’ll have access and can contribute updates throughout the process.
Progress tracking: Managers, HR, collaborators, and employees can all add updates. HR and managers can also add private updates when needed.
Reports and analytics: Use the HR dashboard for a high-level view across all plans. Dig deeper in Analytics Explorer with filters for manager, tenure, department, and more. Download plans as PDFs and CSV files.
Audit-ready documentation: With approval logs, update histories, and outcomes all in one place, HR and Legal get the defensibility they need.

Lattice PIPs immediately identified a process in desperate need of an update, and delivered! We simplified everything with the built-in template while keeping the stringency of our existing approach.

Wilson Kirkpatrick, Director, People Ops at Waterford

We built Performance Improvement Plans from scratch to transform your performance strategy. With Lattice, you won’t get a bolt-on, workaround, or spreadsheet in disguise.

Improvement Plans That Drive Real Impact

PIPs shouldn’t be a formality or a checkbox before termination. When done right, they’re a second chance: a structured, supportive process that gives employees clarity, managers confidence, and HR control.

Lattice PIPs transforms that vision into reality, helping companies:

Coach employees with transparency and care
Ensure consistency across teams and managers
Reduce legal risk with audit-ready documentation
Manage PIPs alongside other talent and performance processes, including reviews, 1:1s, feedback, and promotions

Screenshot of the Lattice dashboard showing a task notification for an improvement plan shared with the user, alongside sections for active goals and team activity within the Performance module. — Track improvement plans alongside goals, reviews, and more — so nothing falls through the cracks when it comes to performance.

As one Lattice customer put it:

Lattice Performance Improvement Plans brought clarity to a process that’s often ambiguous and high-stakes, ensuring every manager, no matter their region or background, could approach performance conversations with the same level of transparency, accountability, and support.

Jennifer Rhode, Director of People Operations, Loftware

And the best part? It’s included for all Lattice Performance Management customers at no extra cost. Just turn it on, configure your templates and permissions, and you’re ready to go.

Performance management isn’t just about celebrating success; it’s also about having the right frameworks in place when things don’t go according to plan.

Not a Lattice customer? Request a demo today to see Lattice Performance Improvement Plans in action.