I’ve had to put about a dozen people on PIPs over the years. Of that, roughly 8 of them passed. 2 of them were promoted almost immediately afterwards (merit based), 4 of the rest within a year or two. Because they grew.

Of the other group, some were close. Some were not. All were having consistent performance issues for significant periods of time, and were not responding to any of the normal feedback mechanisms. One of them, decided to dig in and make it miserable for everyone.

The difference between the two groups? The first group took ownership of their actual performance, understood what the concerns were, and addressed them.

The second group, either refused to take any ownership of what was going on, was unable to for whatever reason, or like in the last really troublesome case, decided to blame and attempt to manipulate everyone else rather than face their actual issues.

The second group all eventually got fired.

I can tell which group you’d be in just from this post. But then, I doubt you’re surprised by that either.