[Nextgrid]

> that they fix the problem and contribute to the team than fire them.

> And for an employee on a PIP, they should think hard about leaving the company (or at least the team); it'll be better for their career.

Considering both of these statements, a PIP is never the right answer if your objective is legitimate performance improvement.

Even if you're an unexperienced (or outright stupid) manager that doesn't understand this and wants to use a PIP as a legitimate performance improvement tool, the target employee is never going to be on good terms with you or your company and it's very unlikely you'll actually get the desired results. If you do, it's only because the employee has literally no choice but that loyalty will be out the window as soon as he is in a better position to make a move.