I think as a manager/company, unless there are behavioral problems, it’s in your best interest to make the PIP describe what kind of performance you’d want out

I think as a manager/company, unless there are behavioral problems, it’s in your best interest to make the PIP describe what kind of performance you’d want out of the employee. Even if employees don’t interpret it that way, it’s better for the company to retain someone able to operate at the desired level than go through hiring again just to find someone who hopefully will. Also, IANAL but if literally no employee ever graduates out of a PIP at a company I feel like that would make them useless in the face of a wrongful dismissal suit: Ofc, this probably doesn’t happen much in practice. But I think these aspects disincentivize converting PIPS into true formalities any time soon