Exactly. Although, most halfway decent people managers have already documented those things have given that feedback in writing during normal review periods.

I feel like the real reason for a PIP is that most people managers really dread laying people off. Even if that person at risk is super incompetent or a piece of shit. Knowing that you’re putting someone’s financial and or medical stability at risk is a big deal.

The PIP is often there so you’re giving it one last try, and most importantly, not doing it alone. You have HR to consult with on making some tough decisions.

Although, to Dorsey’s point, this often means that a well documented problem employee is allowed to make the workplace miserable for another 3-6 months. And that’s not fair to everyone else.

We’ve all worked with that one toxic person who makes us ask “why is this person still here?” It’s not uncommon for that person to be riding along on a PIP for a bit. PIPs are kept private because people gossip. If more ICs knew who was on a PIP and why, less people would be up in arms about what Dorsey is doing.