[Hermitian909]

IME in cases where a PIP is truly triggered by performance, 9 times out of 10 the manager has already tried very hard to address the issues and not seen results. It's unusual there's anything to be done.

I will see that as someone who mentors a number of engineers, some of the PIPs I see are ridiculous. Here's a verbatim quote from the PIP of an engineer at a decacorn: "Employee must not receive more than 3 pieces of corrective feedback on any single PR". That's _basically_ constructive dismissal.