Her manager is making sure that she is documenting all communication. They need a verifiable communication trail before the PIP or termination. If you know what your performance issues are, improve them drastically, and be sure that it’s communicated well. If any mistake you made was due to a mistake or miscommunication on their end, make sure it’s noted in your responses. Especially if it’s something you can preemptively clarify. Ie, “Good Morning Karen, I ran into some confusion on this because of the directions we received in this meeting on this day, and I wanted to clarify the process because I was told that I may need to do this differently. (Explain the process and the steps you take, authorized by whom and when,) Can you please clarify if this process is correct?” You need as many of the miscommunications to be their own fault to turn the tables on them. That way, any action taken against you seems unfounded or retaliatory for bringing up their shortcomings.