[tomkarlo]

PIPs have a purpose. Just as there has to be an orderly and codified system for promotion in larger companies (to avoid favoritism, etc.) there generally has to be a codified system for termination due to under-performance. A manager shouldn't just be able to fire one of his team arbitrarily when they haven't broken any rules/policy.

PIPs provide a codified, constructive way to deal with these situations; they make explicit to the employee that they're on the edge of being let go, and they force the manager through a process to demonstrate that the employee is not appropriately qualified or motivated for their job. No manager _wants_ to do a PIP. Frankly, it's usually easier to just pawn an underperformer off on on another team. But the reality is there are appropriate situations to do one where just passing the buck is unacceptable.

I have seen folks get PIP'ed and let go, and I've seen some come back and have a good career with the company. (Obviously the latter is less common.) In some cases where you have a young guy who just isn't stepping up, the PIP process serves as a wake-up call that the manager isn't kidding around.