Agree! Performance Improvement plan serves mainly as a legal requirement (corporate’s ass-saving mission.) What if it is not an employee’s performance that has to be improved but the relationship/communication between the employee and the employer? What if it is a managerial (in)competency issue? What if the expectation has not been met because the expectation has not been communicated? There is a lot to unpack before “sentencing” someone with a performance improvement plan. You can still be put on the plan even after winning an award for your company or delivering a major global project. Ask yourself before considering “proving your worth” to them if they are worthy of your time and contribution.