re: Thoughts on Performance Improvement Plans?

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typically end up being dished out to the low performers

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Well that is kind of the point. Why would
I do a PIP on someone performing at or above the expected level. We use them where I work. As a manager I have used them because I knew the partner wouldn’t improve and then I could use the failed PIP to start moving him out the door. I have also used them on good employees that just needed something to light that fire under them and get them performing. The key, in both scenarios, is to actually give good direction, support, and training after the PIP. If you aren’t going to do that then you are wasting your time and your employees time even doing the PIP. If their is improvement then it is a win for me, the company, the customer, but also a big win for the employee. They keep their job and hopefully put themselves in position to eventually promote or at least get better raises. If they don’t improve then oh well. Don’t need c players. Of course at that point we as management Need to reassess our hiring and onboarding to see why we hired poorly to begin with.