Survive Your Next PIP Meeting

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Survive Your Next PIP Meeting

Lattice 29.05.2026 70 просмотров

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PIPs carry a whole lot of baggage. Stomachs turn, ominous bells toll at the very thought of a PIP meeting. But run well, it's actually one of the most honest, constructive conversations a manager and employee can have. That's why Lattice set out to make them better. In this video, we dig into how to hold PIP meetings that feel less like the end and more like a new beginning. For a deeper dive, read the article: https://lattice.com/articles/pip-meeting 0:00 - Intro 0:30 - What PIPs Are 0:52 - Types of PIP Meetings 1:05 - The First Meeting 1:49 - PIP Check-Ins and Status Updates 2:03 - Closing Out a PIP 2:23 - Additional PIP Meeting Resources

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Intro

A performance improvement plan. Just hearing those three words can give a manager indigestion. And the employee receiving one, it can feel like the beginning of the end. But here's the thing, a PIP doesn't have to feel like a verdict. If it's run well, it's one of the most honest, constructive conversations a manager and employee can have. So what exactly is a PIP meeting? It's a formal, structured coaching

What PIPs Are

conversation built around one goal. Giving an employee a clear, supported path to improve. It's not about a paper trail, and it's not a formality that you schedule and immediately regret. It's a real plan with specific goals, a defined timeline, and regular check-ins to track progress along the way.

Types of PIP Meetings

There are three types you'll run. The initial kickoff conversation, recurring weekly or bi-weekly check-ins, and a final review at the end of the PIP period. Each one plays a different role, but

The First Meeting

each one matters. The first meeting is the hardest. Before you walk in, do the prep work. Gather concrete, specific examples of performance gaps. Not impressions, not vibes, but observable facts. And then draft the PIP document with clear goals. Get HR aligned, and then block 90 minutes to go in with a structure. Open by stating your purpose directly. Employees shouldn't spend the first 10 minutes bracing for what's coming. Giving them clarity up front is a form of respect. Walk through the issues with specifics, not character judgments, and give them a space to respond.

PIP Check-Ins and Status Updates

From there, check-ins become your engine. Weekly touch points aren't just status updates, they're your chance to reinforce momentum, clear blockers, and document progress in real time. At the end of the PIP period

Closing Out a PIP

one of three things can happen. Successful completion, an extension, or an unsuccessful close. Whatever the outcome, clear communication and thorough documentation are what protect the employee, the manager, and your company.

Additional PIP Meeting Resources

This Lattice article gives you everything you need to run this process well. Agenda templates for your initial meeting and weekly check-ins, a progress tracking format, best practices, — and answers to the questions managers ask most often. Whether you're running your first PIP or your 10th, having the right structure makes a real difference. Check it out.

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