I agree with this. But I’ve also been in the position as well where I’ve written a PDD and emailed it to the team lead and ETL and it never gets put it in the system and documented. Then when they come to me and continue to wonder why I am having issues with certain team members, it was because I am doing my part and trying to hold them accountable but because their team lead wasn’t doing their job then the team member wasn’t ever getting put on corrective action and was always just sliding by.The TM's lead needs to agree with the PDD because that TL is the one who is tasked with following up that the conduct/performance improves. In the best possible scenario, it ensures that the TL is made aware of the PDD. In the worst scenario, you could unwittingly coach someone for doing exactly what their TL told them to do. Having to first inform the TL in that case is a chance for you and the TL to have a conversation about what is expected of the TM.