[funnybeam]

Wow. PIPs should only be used when someone is underperforming so badly they are damaging the team (and the business) at that point you have nothing to lose if they voluntarily leave (which in fact, is probably better for everyone)

"what gets measured gets managed" is one of the reasons I don't like the usual metrics and performance reviews, but in the specific case of a PIP they are necessary. If someone meets the targets of the PIP but starts dropping other required behaviours then you just add that into the PIP to make sure they don't do that