Earlier quoted context omitted.
>In many jurisdictions (not in the US I suppose), before firing someone for poor performance they must be told that their performance is inadequate and be given a chance to improve. Performance Improvement Plans are a thing at larger companies. That said, once someone is on a PIP, the handwriting is almost certainly on the wall. I've also worked with people who were incredibly oblivious about the quality of their wor…
The PIP thing varies. Some companies just use them as a risk reducing tool to fire people, but a few really believe in them and will keep employees who've gone through them. I take a dim view of that, personally, just because it ends up feeling like management-by-fear.
People can get their act together especially if external factors were a significant part of the problem. That said, assuming they can find employment elsewhere--which may be easier or harder depending on their skills and location--they're probably better starting fresh somewhere else.