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I've seen employees succeed at PIPs.

If there are explicit goals or metrics to be measured, which I have seen in many cases, it's pretty clear what needs to be done to clear it. If they don't meet those goals, and they're attainable (e.g. other people in the same role are performing that well on average), it's a pretty clear defense for a lawsuit.

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I was offered a PIP once. It was purportedly due to poor performance, but it was clear that I was being gotten rid of for other, non performance-related reasons. The actual goal I was meant to meet was unachievable because I was simultaneously throttled in the amount of work I was allowed to take on at once.

The whole place was a clown show that I was unhappy at anyway, so while I entertained the idea of taking them to court, when I realized the PIP is basically an elaborate attempt to defend against wrongful termination cases I ultimately just found a much better job.

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