If a full PIP isn’t desired, as in because performance were not raised earlier at the PA process and if the performance has declined but not to a point where its egregious. Would a mini PIP make sense? For example, meeting with the direct supervisor and creating a plan for the employee to follow but without the expectation that a termination will follow if they don’t improve. In this case, how much of this is better to come from the direct supervisor vs HR involvement?
