Looking for advice on how to handle a difficult work situation.

63 Comments

1. AnonymousMarch 4,2023 at 4:11PM UTC

   Oof! It's hard to say how this will shake out. I am also so sorry you're in this predicament in the first place.

   I believe you'll just have to "wait and see" how this unfolds because I don't exactly know how your company handles corrective actions re: managerial behavior towards an employee. In some states/ labor laws, (also not a labor attorney or an HR professional), what you're experiencing is a form of work place retaliation...perhaps even bullying too?, and that's typically against most employer's work policies.

   I'd review what your company policy says about this type of behavior. Additional back up would include what your state labor laws say as well!

   Continue to document every conversation you have with each person (time / date/ and the next steps from each chat) because that's usually what HR will want to see to "mediate" and find a solution to the situation. HR follows paper trails, not necessarily "they said/ they said" stuff.

   Good luck to you!

2. Diana JonesMarch 4,2023 at 4:28PM UTC

   I have participated in 360 before, both as a receiver and an evaluator, and your scenario is not something that I have ever experienced. Other than completing the 360 evaluation, the rest sounds unprofessional. You should note your concerns with HR.

3. AnonymousMarch 4,2023 at 4:38PM UTC

   They sound completely unprofessional. Why ask you to give feedback on a manager just so they can retaliate? Ridiculous!

4. Joan Williams, Senior Talent Acquisition SpecialistMarch 5,2023 at 2:47AM UTC

   Sometimes it's a company policy/program. They don't actually want feedback but they have to participate in the program.

5. Wendy ScottMarch 4,2023 at 6:02PM UTC

   I have seen this happen to a colleague of mine. Her fixed term contract was brought to a sudden end the next working day (Monday) after the results of the 360 were received on the Friday.

   I was questioned about my feedback as were others, until the line manager identified the person who made the negative comments.

   There was an overnight ‘restructure’ and my colleague was given notice.

   Unfortunately the people who would most benefit from honest feedback are also the ones most likely to abuse the 360 process.

6. AnonymousMarch 4,2023 at 6:09PM UTC

   I cannot even imagine how horrible this is for you. Whenever I was asked to evaluate my supervisor (I don't think it was named 360 then), it was anonymous, and they stuck to it. There are no excuses for what has happened. Did they state that the results would be anonymous? If not, did you ask? I've had interventions with peers, but never with a boss, and never without warning. Any time you write an evaluation, it should be tempered with constructive criticism, compassion, and the understanding that the comments will be passed on to your supervisor (hopefully, anonymously). If you included anything inflammatory, it could have sent the message that you and the supervisor are significantly at odds, and she felt the need for an intervention. I can see that wasn't your intent. Also, understand that some people cannot take criticism, no matter how constructive it is, so it is possible that when the boss's boss read the comments to your boss, she melted down and refused to accept them, so you were brought in to explain. Still, it was significantly ill-advised for her to do that.

7. AnonymousMarch 4,2023 at 6:42PM UTC

   In general if 360 reviews are new to the org it is best to assume anything you share will be made available directly to your supervisor or manager. Never assume that you will be protected in these circumstances. If 360s are part on ongoing company culture, make sure you understand the nuances of how they are used. If this is not your skill set, stick to talking about tools you need to achieve results and leave the personal out of it completely.

8. AnonymousMarch 4,2023 at 10:09PM UTC

   I would say never assume anything is truly anonymous.

   They likely did provide the feedback without your name. But most managers can easily guess by the way something is written who wrote what. That is why, for me personally, if I’m writing it in a “survey or feedback form” I’m also just going to verbally tell my boss too.

9. Heather BinghamMarch 5,2023 at 11:31AM UTC

   There are two answers to this. The first is that your anonymous answers were not treated anonymously or appropriately, so their sysyem has been compromised and you can claim harassment. The second answer is that 360 reviews must be approached with extreme caution by everyone involved. If, as a team member, you don't feel you can give someone above you feedback to their face, consider that you cannot type it into form either. I'm an Organisational Psychologist and while I see it used well in some scenarios, most organisations are not suited to the system, even very mature and well run organisations. Organisations who want upward feedback should consider a number of other safer options first, before choosing this one, because enabling people to go all keyboard warrior (no comment on you) is inherently risky for all concerned.

10. Amy FortneyMarch 5,2023 at 12:22PM UTC

    All of this. Great take!

11. AnonymousMarch 5,2023 at 12:38PM UTC

    You didn't do anything wrong, and if your supervisor cannot take any feedback then she is not in the right place.

12. Mary PoolMarch 5,2023 at 3:05PM UTC

    Evaluations are legal documents that affect pay, promotion, and opportunities. Feedback would have included a least one one-on-one conversation prior to including areas of needed improvement in a formal document. It is hard to tell if the supervisor does not take feedback well or if they are reacting from a place of feeling betrayed.

13. AnonymousMarch 5,2023 at 5:38PM UTC

    Yes, but the one on one is not the writer’s job. That would have been the job of the supervisor’s supervisor, not the subordinate letter writer. The supervisor’s supervisor admitted she messed up - that’s in the post.

14. Mary PoolMarch 5,2023 at 3:36PM UTC

    First, you need to take ownership of your comments. A person, manager, employee, or contractor should never be surprised by the comments on an evaluation. In many companies, evaluations are legal documents that never go away. They are used to justify hiring, firing, raises, promotions, and bonuses and justify denial of promotions and raises. What you said may have been true, but they were taken by surprise as no discussion occurred before the evaluation. So, own that mistake and sincerely apologize. Apologies go a long way in healing harm.

    Regarding your manager's behavior toward you, call them on it when they do it immediately! Realize your supervisor is coming from a place of anger and feeling betrayed that they no longer trust you. So, when they micromanage, tell them, "I have been doing this job for a while. Let me know if there is a way to do it more efficiently; otherwise, I am beginning to feel harassed and perhaps retaliated against. I appreciate you as my manager, but this micromanaging must stop."

    For the comments, have a one-on-one expressing your displeasure and how unprofessional it is. "I notice that lately, you seem to feel the need to comment publicly about me. I would appreciate your waiting to comment until we are alone. I am beginning to feel as though I can do nothing to please you." Then the next time this happens (and it will), say without emotion, "We have discussed this. It is inappropriate for you to express your constant displease with me in front of others."

    I've been trying to think of what it would take for me to react as your manager's supervisor did. The comments would have to be very condemning for me to take this action. So either the organization is very reactive (which should have been considered before the statements were made), or the words were pretty damning. It doesn’t make them untrue, but it is perhaps unwise to express them in this format.

    And, of course, document, document, document. Copy supervisors and personnel on emails. There are consequences to all actions. Yours are from the surprises in the evaluation; theirs are how they handle it. IMHO, you need to find another position; I don't think this is recoverable.

15. AnonymousMarch 6,2023 at 8:18AM UTC

    Based on the post, I disagree that the poster needs to apologize to the supervisor. In fact, the worst thing you can do when you're being bullied in the workplace is submit to the bullying or take on blame that is not yours. The supervisor is immature, and you can't be in a leadership position if you can't handle criticism.

16. Mary PoolMarch 6,2023 at 12:55PM UTC

    I believe an apology is necessary because she wants to de-escalate the situation. She did after all start this cycle. Her manager is reacting out of anger and a sense of betrayal. If she wants any chance of keeping her position and progress forward in her career, she needs to do something to start the de-escalation process. Other managers are aware of this, do you think they really want her on their team? An apology, in this case, is not a sign of weakness, it is a recognition of a misstep.

17. AnonymousMarch 6,2023 at 1:41PM UTC

    I COMPLETELY disagree. An employee was asked to complete a 360 in good faith and has provided constructive feedback. And now SHE is being harassed. So if the assumption is in fact true that the owner of this question post did it professionally, then she should NOT apologize for doing her job!! Seriously? Many here are saying leave …. Because a person did her job as a team member yet us now being harassed. If it was a man doing this perhaps the comments would be sexual harassment But because it is an immature manager - female - you expect someone to manage and change their whole life economically for being a team player and honest. Really? So if bulky wins your career and family economy is threatened..

18. Sue Gordon- retired Career CoachMarch 6,2023 at 2:53PM UTC

    I disagree. As the OP tells the story, she had previously shared feedback one-on-one. Behavior did not improve. She was asked to provide 360 feedback. She did. She is now being retaliated against. Not OK and her apology would only encourage this managers behavior. The OP will be resentful and miserable. You don’t know what the other managers feel. They may recognize their peer’s poor management style. I also suspect that the manager may be on a performance improvement plan at this point — her supervisor seems to acknowledge a problem. So the OP should be job searching and if she’s lucky maybe her manager will move on first. Also in an ideal world the other managers would not be aware of this situation.

19. Sue Gordon- retired Career CoachMarch 6,2023 at 1:30PM UTC

    Why does she need to apologize?

20. AnonymousMarch 5,2023 at 8:50PM UTC

    I should have included this in original post… the information I shared in evaluation was not horrible or a surprise. Me and my supervisor had discussed it prior to the evaluation but she continued the behavior (rude public comments about my boring life, one on one hateful comments). She said her comments were jokes.

21. Sue Gordon- retired Career CoachMarch 6,2023 at 1:29PM UTC

    Ahh the old gas lighting “you just are too sensitive and need a sense of humor.” Yup, leave her as soon as you can.

22. AnonymousMarch 8,2023 at 3:49PM UTC

    This reminds me of my very first job where I had a supervisor make snide comments about me in front of everyone. During a meeting, I spontaneously called her on it in front of everyone and she stopped after that! The best thing would be to leave - her supervisor is unprofessional to have conducted a tribunal of sorts and your supervisor didn't take your commentary about harassment seriously. I say harassment because it is.

23. AnonymousMarch 5,2023 at 9:40PM UTC

    I heard from someone in tech that anonymous is *never* anonymous when it comes to company surveys, evaluations, etc. My adage has always been "People love the concept of truth until you actually speak it."

    Even so, your supervisor's behavior is extremely unprofessional and passive-aggressive, especially the rude comments in front of peers. In a way, I feel that whatever comments you shared were justified based on this alone.

    It was good for you to vocalize how this was handled because it was handled poorly.

    For your supervisor's actions, I would definitely document what has and is occurring and review company policy in terms of a hostile work environment. I would also follow some workplace attorneys on IG as they have posts regarding this as there may be rights you may not know about and I wouldn't trust HR (never have but that's me).

24. Claire McCabeMarch 6,2023 at 4:33AM UTC

    360 reviews are a horrible HR practice left over from the 80's. They foster miscommunication, "anoymous" feedback that clearly isn't anonymous, and puts both the person doing the feedback and receiving the feedback on the defensive. They definitely contribute to a toxic culture and do not foster teamwork, openness, transparency, or connection.

    My advice to you is to use this as a learning experience to NEVER EVER be honest in a 360 ever again. If you have an issue with someone, talk to them in person about it like a human being.

    I'm so sorry this happened to you!

25. Claire McCabeMarch 6,2023 at 4:45AM UTC

    Also, this is a really great article about the problem with 360 degree feedback by one of my faves, Liz Ryan.

    https://www.forbes.com/sites/lizryan/2015/10/21/the-horrible-truth-about-360-degree-feedback/?sh=51aac91769b9

26. Bonnie CoventryMarch 6,2023 at 12:28PM UTC

    First, lesson learned.
    If you're seeing areas of opportunities in coworkers, leaders, processes, etc, come to the table with suggestions. Be cautious of suggesting micro-managing your supervisor in those suggestions. What does that mean? Your desk and their desk have different task traffic. Approach the suggestions as investigative why's and not 'why do you do that'. See and feel the difference with that sentence? Also, in that setting I would also suggest, with prepared suggestions, 'I'd be happy to provide my pov with the suggestions to consider'. Also, IMO that leaders leader should have said something like 'this is a place of open dialogue without any fear of retaliation as we continue to improve not only processes but working relationships to be a stronger team'. Avoid the "You" in these feedbacks and use the "I's". Speak only for yourself and if asked "Is this how the team feels" please speak for yourself. Protect that and any conversation for both yourself and your leader. A follow conversation is sure to come your way, I would hope. If you've not changed any of the aforementioned behaviors I would start now. Be the best partner in business so that this experience stands out and others aren't able to say otherwise.

27. AnonymousMarch 6,2023 at 1:13PM UTC

    Your manager is reacting totally unprofessionally. As a manager myself, I am always looking for ways to improve my performance and help my team any way I can. While the truth is not always easy to hear, I welcome that type of feedback. What makes it worse is that you’ve had these conversations in your 1:1s, were then put in a position to “document” how you’ve been feeling, and are now being subjected to harassment. Is this indicative of your workplace culture or do you just have an inadequate manager?

28. amjjenkiMarch 6,2023 at 1:24PM UTC

    Just leave. It's never going to get better and you'll be the one negatively impacted the entire time. She's unprofessional and never going to improve. So dust off that resume and find a new job.

29. Sue Gordon- retired Career CoachMarch 6,2023 at 1:27PM UTC

    Unless your supervisor’s behavior improves immediately or you are able to transfer to another unit, you should leave. This was a terrible move by HER supervisor and she is being vengeful. Time to go. Sign of poor management on multiple levels.

30. ChristineMarch 6,2023 at 1:33PM UTC

    This is so unfortunate. My understanding is that 360's are meant to be kept confidential. NO one will want to respond to such a request if they are going to get a backlash for their honesty. I do think that if there are issues it does make sense for the supervisor of your supervisor to come back to you and ask for specifics incidents to better be able to address areas for improvement but I think this was handled very poorly. 360 degree performance evals came into effect long after I started in the workforce and I have always been hesitant to write anything I would not say to the person directly, exactly for this reason. I don't have a lot of trust that keeping something confidential really happens when it should. I am not sure how best to handle this. Your supervisor may feel attacked and that could go away with time...but I'm not sure this can get a lot better if he or she does not. I would wait now and see if your supervisor's demeanor and behavior changes in a bit due to intervention by that person's supervisor...but I'm not sure it will get better to be honest. I would be careful about these in the future. I don't think they are a very useful tool as they are clearly not being used correctly.

31. AnonymousMarch 6,2023 at 1:35PM UTC

    I fell for that once and completed a survey review of my manager for a leadership training she was taking. I was honest but kind, however, most people do not do well with constructive criticism. It did not end well for me at that company, and I will not fall for that again!

32. Kristine RyanMarch 6,2023 at 1:41PM UTC

    I would continue to process her reaction to your feedback with her, and certainly with her supervisor (do you trust that person to support both of you?) People often react first and then process after - and the reactions aren't always pretty. People do what they do for a reason, and it's not usually because they're just a**holes. Perhaps you two can work through it and communicate how her actions are affecting YOU. Crucial Conversations is a great book that points out the need for establishing safety during hard conversations and how to create it. There is nothing wrong, at this point, with telling her how her change in behavior has affected you and that you feel like your relationship needs some damage control. "I feel like our relationship has changed and this is how..." might be a good way to start the conversation. Keep the focus on what you own, and refrain from pointing the finger. It can be hard and scary to openly own your feelings but it's how you can at least say you made an effort to communicate. You can also involve her supervisor or another party to help you with the communication.

    I think 360's could have SOME value, as long as the person being provided feedback has someone to coach them through it and they are willing and able to use it effectively.

    I wouldn't suggest flat-out quitting; the only way through is through, but if it becomes unbearable and there is no end in sight to her bad behavior (and she is not held accountable for it), then unfortunately that may have to be an option.

    Good luck!

33. AnonymousMarch 6,2023 at 1:41PM UTC

    I’m an HR Director. Feedback from 360° reviews are supposed to be confidential. You need to discuss this with your HR Department, how this went completely off the rails and that your supervisor has demonstrated some retaliatory behavior since you were confronted. The supervisor’s boss should have met with you privately in a skip level meeting to request the details and examples and should be trained on proper 360° protocol. At the very least, HR needs to be aware this happened and aware of the retaliatory behavior from your immediate supervisor.

34. AnonymousMarch 6,2023 at 1:41PM UTC

    I would go to HR about it and express how uncomfortable this has made you feel, it does put you in an awkward spot. Honestly, I would be looking for something else or for an opportunity with another team within the company.

35. AnonymousMarch 6,2023 at 2:08PM UTC

    360 evaluations -- oh joy. I was "required" to participate in 360 in a "mature" organization. I knew that my manager at the time of each 360 would see quotes of language, I took care to de-personalize my writing, using syntax, phrasing that I would not normally use, so that my point was clear but the source was not, at least easily, identifiable. So far, so good.

    One year I was reporting to a trainwreck of a manager, a person who had been overpromoted because they managed upward like a dream but who was well known to be a psychological wreck who terrorized their direct reports. It was common knowledge that this manager re-arranged their direct reports during the two months before the 360 so that anyone who might criticize them would be put under others, therefore not a direct report and not allowed to participate in the 360. Three of us on their team collaborated on our responses to hit the main points of this manager's failings and misbehavior, using different, de-personalized but powerful language. Then I had the treat of witnessing the annual session (well-known in the org) during which the manager read parts of the feedback and sobbed for upward of 30 minutes. Upper management took years to get rid of this manager, and they didn't even do it for the abuse of subordinates; the manager did something unrelated that was against policy, and only then did the organization start a year-long process to...lay them off.

    However, general advice: 360 advice is never anonymous. If the reporting group for the manager is small, keep feedback very low key. If the reporting group is larger -- and this is the only way you can let upper management know there is a general issue or issues with a manager -- it can be used to make points. However, always, ALWAYS, write feedback carefully, make sure the examples, language and usage is pure vanilla and not traceable back to you. It might help to have someone else, like your partner, do the actual writing, then use their language. This is only when you really have no other way to get the point across to upper management (unfortunately, I have never found HR to be helpful in this area -- they knew this manager was a walking potential lawsuit against the company for their misbehavior, but they never had the power to do anything about it). The reception of the criticism by the manager themself? Really depends on self-awareness.

    Specific advice to OP: I'm sorry that your honesty resulted in this. Yes, get this experience on record with HR; it should be documented. Both your supervisor and her supervisor are at fault. Document the rude comments; provide to both HR and boss's boss. Maintain a high level of performance and set a reasonable deadline for your supervisor to calm down and stop the rude comments and micro-management -- give her a chance to de-escalate. Regarding Mary Pool's advice, consider whether an apology is going to be a) genuine (because you acted with integrity, did nothing wrong), b) appropriate (is she going to accept a genuine apology) and/or c) effective -- would an apology, genuine or not, lead her to change her behavior in the short or long run.

    It's a difficult situation. Good luck.

36. Tonya StewartMarch 6,2023 at 2:41PM UTC

    I was required to participate in a 360 review ten years ago when I worked for a very large company. My review of my supervisor was fact based but she was mad. She’d been with the company twenty years and never received a 360 from her direct reports. The situation was so toxic I was forced to quit.

37. AnonymousMarch 6,2023 at 2:44PM UTC

    If one is going to tell the truth I recommend one makes every effort to know others have your back before critiquing others. I wish I could suggest something but in some business evaluations means battle lines has been drawn.

38. AnonymousMarch 6,2023 at 3:01PM UTC

    I think performance evaluations are complete BS. In my opinion, They are used to allocate any pool of money there may or may not be for raises. They also make it very easy for management to be lazy. If I do something good, tell me when it happens. If I do something that needs work, tell me when it happens too. What I think about my performance just makes it easy for an employer to point out weaknesses. The only benefit would be my listing things that make me qualify for a raise. A colleague of mine told me HR is useless. They are only around to save the company money and make sure they don’t get sued.

39. AnonymousMarch 6,2023 at 3:20PM UTC

    I'd like to hear how you figure performance evaluations make it easy for "management to be lazy". I manage a team of six and I can tell you there is nothing about the evaluation process that makes it "easy" for me. Lots of long hours and reflection on the individuals, their thoughts on how the year went, challenges and wins. Then there is the planning for what the next year will focus on. None of which is even the part of deciding merit changes, potential title changes or promotions or the actual review process itself. Meanwhile still having to handle the day-to-day business of managing the team and the workflow.

    Maybe you have a poor manager who seems to phone it in, but your experience is not everyone else's experience and it's offensive to think you understand what management does during the entire review process so much that you're entitled to call us lazy.

40. Explorer911216March 6,2023 at 4:22PM UTC

    I believe if you have the right HR team, they absolutely can be valuable. I think in this situation the employee should have given examples on the actual review and this could have been avoided. In any review scenario facts need to be stated or you could have a lot of he said/she said which is counter productive.

41. AnonymousMarch 6,2023 at 3:10PM UTC

    Never bite the hand that feeds you.

42. Kia HarrisMarch 6,2023 at 3:20PM UTC

    Never answer any surveys- anonymous means nothing and management can’t handle the truth

43. Mhairi DunnMarch 6,2023 at 3:25PM UTC

    Oooff, lesson learned here I think! ?

44. AnonymousMarch 6,2023 at 3:36PM UTC

    This is 100% the incorrect way to use 360 evaluations. I have never seen or heard of something this unprofessional. I love the process and find it incredibly valuable.

    In you current situation I would tell your supervisor's supervisor and HR that you want this incident documented. Tell them you feel you are being retaliated against for doing what was asked of you. Get a copy of what is written.

45. M GutierrezMarch 6,2023 at 3:39PM UTC

    I would talk to HR and document everything. This was mishandled and now you're the one who's paying for it. Also find another peer to your supervisor or supervisors boss who can also vouch for you in case things get worse.

46. Gem0124March 6,2023 at 3:45PM UTC

    I learned the hard way that anonymous surveys are never anonymous. I agree with the person who suggested that you contact HR and let them know how poorly the situation was handled. My only advice is to see if you can transfer to another department.

47. AnonymousMarch 6,2023 at 4:58PM UTC

    Nothing is anonymous. Nothing

48. Vania MillerMarch 6,2023 at 5:09PM UTC

    Your experience seems toxic and I am sorry you had to go through that. Moving forward, NEVER never ever believe in animosity in the workplace or anywhere else.
    I meant anonymity, but that being said the lack of anonymity can cause animosity. Thank you whoever saw the misspelling.

49. AnonymousMarch 6,2023 at 5:52PM UTC

    Assuming you mean "anonymity"?

50. Vania MillerMarch 6,2023 at 10:13PM UTC

    yes, damn autocorrect.

51. SuzanneMarch 6,2023 at 5:41PM UTC

    It really depends on the company and the software used. I’m in Hr and have seen it handled both ways; 360 feedback was anonymous up to a certain level. Manager and above was not anonymous.

52. AnonymousMarch 6,2023 at 5:43PM UTC

    A performance review should always include how the supervisor can improve. How your supervisor is receiving the information is wrong and it should be reported. Since your supervisor's supervisor was at the meeting I would go to them first. If no help go to HR. Also, you should had been told the reason for the meeting. Which I think was handled poorly But if you at least knew, you could be prepared.

53. AnonymousMarch 6,2023 at 5:51PM UTC

    I'm truly sorry this has been your experience. It should not have happened this way. Your direct supervisor should have been excluded from that conversation and your identify should have been protected. And now you are being retaliated against. I don't have advice for you, because HR is a bad word on these boards.

54. AnonymousMarch 6,2023 at 6:23PM UTC

    My experience with 360's is that if you get into specific details while explaining a situation, your boss will most likely figure out who said what. Moving forward, document, document, document.

55. Christi MillerMarch 6,2023 at 7:46PM UTC

    I'm sorry this has happened to you. I have learned that 360 is never confidential and the boss always knows who said what. If you couldn't say it to their face then don't put it in the 360.

    I recommend trying to talk to your boss about it. If that does not work, move on to a new role or a new company.

56. AnonymousMarch 6,2023 at 7:48PM UTC

    I’m afraid I’m very cynical about ‘confidential’ 360 reviews as well as ‘confidential’ company surveys for this very reason. I’ve been honest in a respectful way in the past bad only to be identified and called out. Now when I get either I am full of praise - the company and my boss can do no wrong! As a result my working life is a lot easier. Being a manager myself, my reports have a safe space to give feedback and I genuinely want it and act on it without retribution. Sure no one likes criticism but if you put your ego aside, you can learn a lot. I’m sorry that your manager is so unprofessional and immature. I would try sitting down with her and an HR person to explain your good intentions focusing on the positive things you said about her. I’d mention her change in behaviour since the review and how you’re genuinely sorry you are, your review came from a good place etc. As another Post says - document document document. This is not going to be easy however it may be salvageable if she grows up. I wish you luck.

57. AnonymousMarch 6,2023 at 10:31PM UTC

    The same thing happened to me ... I had a less than mediocre manager for a couple years and finally had the opportunity to give him a less than positive 360. At that point, he actively worked against me. My recommendation would be to get out of that situation. Who you work for is critical to your happiness. Unless there is a strong reason why you cannot leave, you should try to make a move.

58. Milissa JacobsMarch 6,2023 at 10:58PM UTC

    Document, document, document. It will be arduous and tedious, but every solid-dated example will solidify your case.

59. AnonymousMarch 7,2023 at 4:52AM UTC

    Get out now.. I have worked for a very toxic company and micromanaging boss for WAY too long. I was actually told by my supervisor that "I make too much" and " we are not here to make you rich"..but.. she is the owners niece, reportedly making 6 figures. But I am now in the situation of being close to retirement so I can't leave and it is making me physicality sick. Get out now, it will never get better. I am counting the days. Hope I make it.

60. Christina M. WardMarch 7,2023 at 1:46PM UTC

    Omg. 1st of all that's very unprofessional of your coworkers. I have little advice here except that you need to rise above the situation and stand your ground confidently. Is own your remarks. This may be a good opportunity for you to demonstrate how much value you have. Eventually you will outrank those unprofessional folks who are giving you such a hard time.

61. AnonymousMarch 7,2023 at 1:50PM UTC

    I had a similar situation where we were supposed to give anonymous feedback on our managers, and because the entire team was pretty much unhappy, we were all dragged into a meeting and the managers demanded to know who said what and why. They came off extremely defensive and argumentative. I'm so glad I don't work at that place anymore.

    That said, please feel free to correct me, but I always understood that 360 feedback isn't anonymous at all, and you can see who said what about you. I thought that's why it's a pretty unpopular method.

62. Leila AnsartMarch 7,2023 at 2:20PM UTC

    This is unfortunate. My company is used as an external vendor to do these type of evaluations and it's top priority for us to keep the feedback high level and eliminate details that could lead back to the source. I'm sorry this happened to you. I'd echo what others have said: Stand your ground. Remain professional in how you answer their questions and keep providing great work. In the meantime, document what is happening, with dates, so you can use it if need be.

63. AnonymousMarch 7,2023 at 6:14PM UTC

    Your grievance really lies with the supervisor’s supervisor. They are the one that broke confidentiality and miss handled the situation. Any relief would have to be directed by that individuals supervisor (3 levels up) or human resources. The easiest thing to do would be to leave.