The intended process ends with the employee being fired. The only reason to do a PIP is to cover the companies ass when they get fired or encourage them to quit

The intended process ends with the employee being fired. The only reason to do a PIP is to cover the companies ass when they get fired or encourage them to quit. This person frankly messed up by staying at the company. The correct way to do this if they actually want to let the employee improve: - Ask the employee if there is anything going on with their life - Ask them how they feel they are doing and validate them - Tell them about some of your concerns - Let them explain their side of your concerns - Propose a way to improve the situation where both parties are happy - Reiterate that they are happy with the work otherwise If the employee improves, encourage them and make them feel safe in the room. Repeat the steps if the situation does not improve. If this doesn't work start the official PIP, i.e. start slowly firing them.