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I will probably get some slack for this, but not ever usage of a PIP is necessarily a bad thing.. The example above and large companies in general do seem to u

I will probably get some slack for this, but not ever usage of a PIP is necessarily a bad thing.. The example above and large companies in general do seem to use it as a firing tool or at least pretence. From experience we had one developer on our team who was gradually just showing less and less interest and quality of work was dropping so much so it was effecting the rest of the team. I wasn't involved but he was put on a PIP that was quite well layed out and measurable. After the process he was better than before. I can't put it down to the PIP only of course, but as he said it was a way for him to focus on what was wrong and get back into being consistent. Super rare I'm sure, but just thought I'd at least five one good example of its use case.

iLoveOncall 3y ago
I work at Amazon and you're right that PIPs are not an issue. But having a certain percentage of people that you HAVE to PIP is. It simply doesn't make any sense. You can have a team of only high performers and your manager will tell you to fire someone, and if you don't do it it will be you.
blitzar 3y ago
The "scheme" as a general HR tool was designed to work like this, was likelky deployed successfully like this. Then someone (I am just going to assume they had a Harvard MBA) realised that it could also be used to save on costly dismissals. Redundancies are / have gone the same direction as well.