Feedback relating to performance, especially if not delivered in an appropriate way, can make an employee feel like they are being bullied. However performance management and bullying are different both in intention and in outcome.
Performance Management
Performance management is the process of assessing and improving an employee’s work. It can include setting goals, providing feedback, identifying training needs, and evaluating overall progress. The purpose is to support employees in meeting their roles’ requirements and help them grow professionally. A good performance management process is constructive and future-focused and includes:
Regular Reviews and Feedback: Meetings that focus on progress, challenges, and goals.
Clear Communication: Expectations are clearly communicated, and employees know what is required to meet job standards.
Constructive Feedback: Feedback is provided in a respectful and supportive way, aimed at improvement.
Support and Resources: Managers provide resources, training, or mentoring to help employees meet their goals.
Performance management is aimed at ensuring an employee can succeed and the organisation can function effectively. It’s not intended to punish or intimidate but rather to guide and support.
Workplace Bullying
Workplace bullying, on the other hand, is behaviour that is repeated, unreasonable, and targets a particular person or group, intending to humiliate, degrade, or cause harm. It can take many forms, including:
Verbal Abuse: Insulting, belittling, or making sarcastic comments with the intention of undermining.
Isolating or Excluding: Deliberately isolating an employee, cutting them off from colleagues or projects.
Intimidation: Threats, excessive surveillance, or micromanaging to a degree that it becomes stifling.
Undermining: Consistently undermining someone’s work, ideas, or self-confidence in a way that is not aimed at constructive improvement.
Bullying is not about improving performance; it’s a negative and harmful behaviour pattern aimed at causing distress or discomfort.
Key Differences
When you’re in a difficult situation at work, it can be challenging to determine whether you’re experiencing legitimate performance management or bullying. Here are some key differences:
Performance Management | Bullying | |
Intent & Tone | Generally aims to help you succeed, with feedback delivered constructively. The tone may be direct but should remain respectful. | Often has a malicious intent, with comments or actions aimed at humiliating or belittling. The tone may be mocking, aggressive, or excessively harsh. |
Frequency & Pattern | Generally follows a structured process with regular check-ins, and feedback is provided in relation to your role. | Tends to be ongoing, targeted, and repeated. If behaviour is consistently negative without constructive advice, it may cross into bullying. |
Focus of Feedback | Feedback is based on job performance and tasks. You’ll likely receive specific, actionable guidance. | Feedback is often personal, vague, or non-actionable and may not relate to your role. It may feel arbitrary or unreasonably harsh. |
Outcome | While it may be challenging, the aim is to improve performance and support career development. | Creates a negative environment, affecting confidence, mental health, and job satisfaction. |
What To Do If You Think You Are Being Bullied
If you’re feeling that workplace behaviour is unfair, you don’t have to navigate it alone. Here’s a step-by-step approach you can take.
Reflect and Document: Try to assess if the feedback you’re receiving is focused on performance or if it feels unreasonably personal. Document specific incidents, noting dates, comments, and actions. This documentation is helpful whether you’re dealing with performance issues or bullying.
Seek Clarity: If you’re unsure, you can ask your manager for more clarity on the feedback. For example, ask them to provide specific examples of where you can improve and request resources or guidance.
Talk to HR: If you believe the behaviour may be bullying, you might approach HR for advice on how to proceed. They can provide guidance on next steps.
Raise a Formal Complaint if Needed: If the behaviour is bullying and is not addressed, you can make a formal complaint following your organisation’s policies. In some cases, mediation or other formal resolution processes can help.
Consider Legal Advice: In cases where bullying has affected your mental or physical health, seeking advice from a professional may be helpful to understand your rights and options under New Zealand employment law.
Everyone has the right to a safe, supportive workplace. Recognising the difference between performance management and bullying can empower you to seek the right support and ensure that you’re treated with respect and fairness in your career.
If you feel like your performance management process is more harmful than helpful, seek help from a professional. mathewswalker.co.nz | 0800 612 355
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