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> 1. Performance improvement plans are not for performance improvement. They are for firing employees. Management already formed an irreversible negative view. It is too late.

As just about any manager on here will tell you, this is complete bunk. Being on a performance improvement plan obviously isn't good, but I've had many people complete their plan successfully, and not only that, but go on to long & successful careers.

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Obviously not everything of this sort is the same everywhere in all cases, but the parent statement is largely true. It's also exceptionally true in high turnoff corporations like Amzn.

Even in the corner cases where the manager/HR was acting in good faith, the employee will be under the thumb of his superiors; even if someone manages to survive intact the PIP will be a mark on someone's record they can do without. It's something that will come with every promotion discussion, transfer, etc.

It's quite rare for anything good to come of doubling down, for the employee at least.

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