We do quarterly performance reviews. We give and get candid feedback. I've never put someone on a PIP with the intention of firing them. I've never fired som

We do quarterly performance reviews. We give and get candid feedback. I've never put someone on a PIP with the intention of firing them. I've never fired someone that was reasonably surprised. When I put someone on a PIP it's because they choose not to listen to what needs to be done, and I desperately hope that a super formal message will get it across.