Evidence of unprofessional conduct

[2020Me]

A couple of years ago I had a bad boss. It was horrible and soul destroying and really affected me. TBH it still does sometimes - I get v anxious about work at times and still feel quite upset when I think about it.

It’s now been over a year since I moved teams (within the same organisation), a move triggered by bully boss starting a performance management process for me due to my ‘underperformance’ that I successfully challenged on the grounds of me having severe PTSD at the time due to having been in an accident as well as having a parent dying around the same time. The review found that my apparent poor performance was caused by my adverse life circumstances at the time and I was moved. All bosses since have said I’m good at my job and I’ve had no problems.While I get upset when I think about it I’ve mostly made peace and moved on. I see old boss around sometimes but she doesn’t speak to me.

I found out yesterday she’s been telling people I was performance managed which upset me as I kept it secret at the time even during the review process. She’s also been saying to colleagues I’m lazy and she doesn’t understand why everyone thinks I’m great.

I don’t know what to do with this info but it’s upset me terribly as has triggered some really old trauma.

WIBU to raise it with HR and have to relive everything, or should I draw a line under it and move on? WWYD? I don’t want this to go on but also don’t have the energy for a fight especially as it’s all essentially hearsay.

Raise it with HR, it's not her place to gossip.

I would also raise it with HR. It sounds like you're no longer working with her so that's absolutely no reason for her to be discussing your performance. It reflects particualrly badly on her since it was established any issues were due to horrible life circumstances at the time. It sounds like she's pursuing a vendetta against you.

I would discuss it with HR. She shouldn’t be discussing your performance with others.

With us, no one is meant to know someone is being performance managed unless that person says so, other than relevant people in HR and the line of management.

It depends how people are taking it. It might be she is just proving she's a grudge-holder with poor judgement. It might be best just to rise above it, but it's already affecting you. Is there someone you can trust to raise it with, your current manager, or maybe HR. It's just gossip really, and should be ignored, but if I were her manager, I'd be unhappy about it, particularly talking about people being on a PIP.

I think it depends on the context of the discussions. If it was talk by the water cooler then yes it is obviously not acceptable. However if it was during a formal Talent Management planning session, then it is normal to discuss past performance / experiences of staff members.

Thanks all - great advice x