[rincebrain]

I once was told by an HR person at a prior job, who almost certainly shouldn't have said it, regarding my PIP (I had extremely pathological sleep outcomes sometimes, unpredictably, but my boss and boss's boss etc loved my work), "It's really neat to see - usually when we get people on PIPs, it's because their bosses want them gone, but your boss really really wants to keep you. "

It rather stuck in my mind.

(I also did not, ultimately, end up exiting the company as a result of the PIP, just for completeness given the context of the thread.)

[yen223]

It might be true where you are, but that's not strictly correct everywhere. Here in Australia, if a company wanted to fire an employee, the employee has a chance to sue on an "unfair dismissal" grounds. One of the ways a company can protect against allegations of unfair dismissals is to demonstrate that a) there are genuine performance issues, and b) the company has made good-faith efforts to improve the employee's performance, and that's where the PIP cones in.

This means if an employee here were put on a PIP, it's usually (but not always) the first step towards them being fired.