Can my manager discuss my performance with other staff members?

[ilovemy2babies]

I have heard from another member of staff that my manager has been discussing my performance with other members of staff saying that I am not doing things right. Is he allowed to discuss my performance with other staff members?

Is he doing it to allow others to help you improve your performance?

Or to get their feedback on what you are like as a colleague, so he can get a better all round view of your performance?

No he's asking other members if staff about my attitude he says I'm moody

It depends.

If it was gossiping, then obviously no.

If it was a discussion of a their team's performance (which could quite reasonably include comments about individuals) with someone who had a business-related need to know (maybe a more senior manager or their mentor assisting them in fulfilling their management responsibilities, or if they are soliciting views from others to whom your work in relevant in preparation for your appraisal) then yes. But it is unprofessional to do that in a way that means third parties, who do not need to know, become aware of it.

*of staff

Has he evidenced this?

What do you mean scurry?

Has he accused you of being moody but not evidenced the comments? He may be trawling for evidence and seeking confirmation or otherwise.

He has seen me been moody and was speaking to other staff about it.

So he's concerned you are moody and is asking for feedback from others to see what their view of your attitude is.

Depending on who he's asking it may or may not be entirely appropriate or professional, but that doesn't mean he isn't 'allowed' to do it.

Have a meeting with your manager and ask him about it. Say if he has any concerns about your performance you would be keen to know what they are so that you can improve. Say you were disappointed to learn from another member of staff that he'd been discussing you with them, you are not sure how necessary this was and would appreciate from now on if he could discuss your performance only with you or those who strictly need to be involved.

My line manager was worried about one of our team not so long ago and canvassed us all for feedback on how we thought she was and what we thought we (as a team) could do to support her.

It worked out really well, she is back to her happy self and about to be promoted.

However, my line manager had previously addressed her concerns directly with this colleague in supervision, so this was just a next step. She did it very discreetly and with only one intention - to help and support so that one of her team would be back to her best, to the benefit of all involved.

This kind of thing could get very dodgy if the intentions are not so good and not so sensitively handled...