Improvement Plan and that Agoh failed to show a diligent effort to make his Performance Improvement Plan succeed. See Cramer v. NEC Corp. of Am., 496 Fed.Appx. 461, 466 (5th Cir.2012) (“The relevant inquiry is not whether [the employer’s] assessment of [the employee] was accurate because ‘even an incorrect belief that an employee’s performance is inadequate constitutes a legitimate, non-discriminatory reason.’ ”); Arey v. Watkins, 385 Fed.Appx. 401, 403-04 (5th Cir.2010), citing Shackelford v. Deloitte & Touche, LLP, 190 F.3d 398, 404-09 (5th Cir.1999) (stating “the real issue is ‘whether [the employer’s] perception of [the employee’s] performance, accurate or not, was the real reason for [his or] her termination.”); Little v. Republic Ref. Co., 924 F.2d 93, 97 (5th Cir.1991) (<HOLDING>); LeMaire v. La. Dep’t of Transp. & Dev., 480
holding that circumstantial evidence that the stated reason for an adverse employment action was false can be evidence of causation in a whistleblower cause of action holding that even an incorrect belief that an employees performance is inadequate can be a legitimate reason for an adverse employment action holding that termination is an adverse employment action holding that plaintiff can show pretext by demonstrating that an employers proffered reason for an adverse employment action has no basis in fact recognizing that even a personal grudge can constitute a legitimate nondiscriminatory reason for an adverse employment decision