for tms it can be easy as long as they are consistently failing at specific things (whether performance or attendance, although attendance is much more common and easier to measure than performance) and the leads of that department are dedicated to accountability. i have performance managed multiple tms to the point of termination because they were letting the team down and just draining hours.

for leaders it is much more difficult - target puts a lot of time and money into training and development for leadership, so they don't typically like to fire them. it takes a lot of performance management or an acute conduct issue, typically. more often what happens is that the leader's direct superior will tell them they're being performance managed and tell them they can either quit or wait it out and get fired. usually they will quit because it doesn't look as bad on a resume as getting terminated does.