[Volundr]

> think it's a last resort for someone who isn't listening to a specific feedback well

Pretty much this at least when I've used it. What was surprising was I had an employee do a complete 180 when put on a PIP. They had been given lots of feedback, clear guidance, and even a direct, "we've talked about this, and it's putting your job in jeopardy, if this continues you will be fired" conversation prior to the PIP. I honestly expected to fire them and the end and thought I was just crossing my Ts and dotting my 'i's with HR, but to my shock the PIP seemed to shake something loose that nothing else did. All I can think is that putting a clear deadline on it finally got through. When I left a couple years later we were starting to talk about promoting them. Don't know if it ever happened.

I can't assert how other companies and managers use them, but the only time I've ever deployed PIPs is as a "we've talked about this, and this is now your last chance" with the honest intent (even if I'm not expecting it) that if the issues are resolved they are put behind us.

[JohnFen]

You and aprdm have given me a little bit of hope that some larger tech employers (I assume you're both with larger employers as I've never heard of a small employer that did PIPs) are decent when it comes to this sort of thing. It's good to know. Thank you.