This article is a product launch announcement from Lattice introducing a dedicated Performance Improvement Plan (PIP) module built into the Lattice Performance platform. The article addresses what it characterizes as a widespread organizational problem: inconsistent, manual, and legally risky PIP processes that rely on ad hoc documents, emails, and repurposed tools. Lattice positions its new PIP product as a structured, in-platform solution designed to bring consistency, audit-readiness, and accountability to underperformance management. Key features highlighted include HR-approved templates, approval workflows, employee acknowledgment flows, progress tracking, analytics dashboards, and audit-ready documentation. The article incorporates brief testimonials from three named HR practitioners at ORC, Waterford, and Loftware. The implied conclusion is that centralizing PIP administration within a dedicated tool reduces legal risk, improves managerial consistency, and creates a more supportive employee experience. No independent research, controlled studies, or third-party validation is cited to substantiate these claims. Key insights: Lattice frames existing PIP processes at most organizations as fragmented, reactive, and legally vulnerable — relying on Word documents, emails, and repurposed goal or feedback tools. The product is positioned as the first dedicated PIP tool designed simultaneously for HR, managers, and employees, with role-based permissions and audit trail capabilities. Three HR practitioners from ORC, Waterford, and Loftware provide brief endorsements citing improved structure, visibility, and consistency, though no quantitative outcome data is presented. Practical takeaways: Organizations managing PIPs through ad hoc documents and emails face documented risks around legal defensibility, managerial inconsistency, and lack of centralized oversight — centralized platforms address these structural gaps. PIP processes that include employee acknowledgment flows, approval workflows, and audit logs create clearer accountability chains across HR, managers, and employees.