Take the guesswork out of performance improvement plans
Ditch the manual processes with structured PIPs that bring clarity, reduce risk, and drive real improvement.
Set a clear, consistent standard for underperformance.
Build plans from standardized templates, route them through HR-approved workflows, and keep a defensible record at every step.
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.
Manage PIPs alongside all your other people programs.
Track performance concerns where you manage reviews, feedback, promotions, and 1:1s, so nothing slips through the cracks.
Our managers have given me a lot of positive feedback about how the whole Lattice platform has made their lives so much easier because they can see everything in one place.
Keep plans in motion, not buried in docs.
Respond to underperformance with full context, not fragmented data. Collaborate across roles, share real-time updates, and adjust timelines as progress unfolds.
PIPs are no longer buried paperwork — they're a shared, visible plan with real developmental potential.
Surface trends that individual plans can’t show.
Analyze performance improvement plans across teams to uncover coaching gaps, performance patterns, and opportunities for org-wide improvement.
The clarity and shared understanding the PIP tool creates has led to more thoughtful, data-informed decisions across the board.
Frequently Asked Questions
What is a Performance Improvement Plan (PIP)?
A Performance Improvement Plan (PIP) is a structured framework that helps employees address underperformance through clear goals, timelines, and ongoing feedback. Within Lattice, PIPs transform from static documents into active, trackable tools that promote fairness, transparency, and employee growth.
How do Lattice Performance Improvement Plans work?
Lattice PIPs allow HR leaders and managers to create, track, and manage improvement plans directly within the platform. With built-in templates, acknowledgment flows, progress tracking, and analytics, PIPs can be managed alongside reviews, goals, and other talent processes.
Why are PIPs important for organizations?
A consistent, well-documented PIP process protects organizations from compliance risks, ensures fairness across teams, and gives employees a transparent opportunity to improve. When handled with care, PIPs can transform performance management into a proactive growth strategy rather than a punitive process.
Can managers create or edit PIPs in Lattice?
Yes. Once PIPs are enabled by an admin, managers can initiate plans for their direct reports. Every plan must be approved by HR before being shared with the employee, ensuring oversight, consistency, and compliance at every step.
Can we customize Lattice PIPs to fit our company’s culture?
Absolutely. Admins can rename “PIPs” to fit internal language (like, “Performance Coaching Plans”), edit templates, and personalize acknowledgment messages to align with your tone and processes.
Is Lattice Performance Improvement Plans included in the Performance module?
Yes. Lattice Performance Improvement Plans is included at no additional cost for customers using the Lattice Performance module.
What makes Lattice’s PIPs different from other HR tools?
Unlike other platforms that rely on manual workarounds, Lattice offers a dedicated, in-platform PIPs solution with audit trails, HR approval workflows, and employee acknowledgment logs, creating a compliant, trackable process that lives alongside your broader performance strategy.
Your people are your business
Ensure both are successful with Lattice.