PIPs work sometimes. It really depends on the (frequently opaque) intentions behind the plan. Sometimes you might really like an employee, but _need_ them to

PIPs work sometimes. It really depends on the (frequently opaque) intentions behind the plan. Sometimes you might really like an employee, but _need_ them to improve on a few things for their employment to work. PIPs can definitely work in this circumstance. Sometimes an employee is just incredibly toxic, and you may have reason to believe that they'll sue the company if you fire them without well-defined cause, (like the parent article here). In this case you are simply creating a paper trail to cover your ass legally. Of course the PIP is not going to "work" for the employee, they will be fired regardless as you want them gone. But the PIP may "work" for the company, by limiting liability.