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I wouldn't be surprised at all if PIPs exist because the government was the first to use them. And in the gov, pips are 100% I'm going to fire you, but don't have an iron clad reason that lets me do it more cleanly, so I'm doing the paperwork necessary to make sure I don't get my decision reversed later. Companies probably do it to cover their assess from discrimination lawsuits.In my experience, Performance Improvement Plans are one of the most pointless tools corporate HR has ever leaned on. Across roughly a decade as management, I've only seen a single case where someone was actually taken off of a PIP and kept their job. In practice, they don't serve as a genuine path toward development or recovery. They're essentially just the first step toward termination, dressed up to look like "support."
What makes them even more frustrating is how much time and energy they waste. Managers are forced to go through the motions, employees are dragged through an often demoralizing process, and HR gets to check a box that makes them feel like they're doing something constructive. But the reality is simple: PIPs rarely, if ever, work as intended, and they exist more for bureaucratic cover/red-tape than for genuinely helping employees succeed.
It's extremely rare that I see it being used to fire people where I am. Progressive discipline on the table is far more common.