[jasode]

>You typically need to give the under-performing employee at least a chance to improve and meet the required standard - otherwise the hiring company will be leaving themselves open to a wrongful dismissal suit.

In the USA where most states are "at will" employment, a "PIP" (Performance Improvement Plan) or providing multiple chances for an employee to become better isn't required by law: https://www.google.com/search?q=employee+%22performance+impr...

That said, some companies in some industries add a PIP as a social norm rather than a requirement of law.

E.g., An underperforming programmer might be put on a PIP. However, in more cutthroat industries... a new car salesman who isn't selling the expected quota of cars or a hedge fund associate who lost several million on a bad stock pick are often fired immediately without any PIP.

[tyingq]

"some industries add a PIP as a social norm"

I suspect they often do the PIP as legal protection, documentation they can produce later if needed. Even in an "at-will" environment, employees can sue for wrongful termination.

[tbrake]

I think this is broadly the case. A few companies might be genuinely invested in improving performance with such a plan but for the majority it's a way of managing someone out. Over the years I've seen over 30 devs put on PiPs. 1 survived.