Office Bullying and Harassment Policy Volume Nov 2013 | Page 49

Scenario 2: A worker receives performance coaching
Sarah is a manager in a retail store. She has been unhappy since a new district manager was
appointed six months earlier, and so she files a workplace bullying and harassment complaint
with Human Resources. The investigator interviews Sarah, the district manager, and the
employer.
Three months earlier, the new district manager informed Sarah her performance and continued
employment were under review because her store was not meeting its targets. Since then, the district
manager has met with Sarah every two weeks to review her team’s sales, salary and overtime costs,
absenteeism, and contribution to corporate profits. Sarah says the meetings are very tense and
unfriendly, but there has been no yelling, swearing, or other intimidating or humiliating conduct. Sarah
believes the district manager dislikes her and that, because she has been asked to have these
meetings, she is being singled out.
The district manager and employer both say Sarah has not been singled out — she is one of three
managers receiving regular performance coaching because their teams are delivering below
expectations. The district manager and employer say that such coaching is necessary to ensure the
three retail stores continue to remain in business, which also means Sarah will remain employed.
Is Sarah being bullied and harassed?
•

This is not workplace bullying and harassment — the employer is exercising the right to
monitor performance and provide constructive feedback.

•

The employer and district manager have not engaged in intimidating or humiliating behaviour.

•

Performance management is reasonable management action and is not considered workplace
bullying and harassment.

Toward a respectful workplace

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