I work in management at a law firm and have experience with PIPs. In the meeting, you should expect to receive a list of what the firm considers to be your deficiencies and a list of ways for you to rectify the deficiencies against a specific timeline. The people giving the PIP do not want you to try to defend yourself, they've. They've already determined that there is a problem, what. What they want to hear from you is that you understand what they are saying, you agree with them and you'll immediately start working through the PIP checklist. If you argue with them, even if justified, it will damage your chance to get through the PIP.
The PIP should not be a surprise, your. Your manager or HR should have tried to guide you previously to avoid this. If you think back and can remember times when your manager started tracking/questioning your project times or results, those were early warning signs.
At my firm, a PIP is not an automatic fail, we. We genuinely want the employee to address the problems head-on and get off the PIP. It's like being on probation as an initial hire again except your management is likely expecting you to fail. They probably don't wish you to fail, this. This expectation is from prior experience. If you want to stay, don't fail.
You do not need a lawyer. If you had done something illegal you would need one but you wouldn't be getting an invitation to a PIP -- you would be pulled in and fired.
I can't help with the morale and enthusiasm part other than to say your outlook/attitude will be a factor in management's final decision.
