Feedback on problematic colleague - WWYD?

[toomanyflatwhites]

We have a new process in place at work and I've been asked to give feedback on a few of my colleagues to feed into their review. For context they are colleagues not people i manage, it's a 360 review style thing and is NOT anonymous as I have to provide it to their line manager by email.
One of my colleagues has asked if she can put me down to give feedback - put simply, this person is a nightmare. Has decided I am their ally and has gone through phases of sending me massively inappropriate WhatsApp messages 7 days a week, mostly slating her manager who I have a mutual dislike for, but wouldn't dream of sharing the things she says about them. Aside from this, this person wastes so much of their time complaining and fighting battles (she tells me this process is being used to try and get rid of her) but the other thing that drives me mad is she doesn't have any childcare outside of normal school hours and has a reception age child (as do I). I don't think the child was ever at nursery last year so situation has slightly improved, but still not ok when you work full time. I pay a fortune for wraparound care and holiday clubs, and take time off when I don't have cover.
She never comes to the office (we are hybrid), Citing disability as she is ND which I do understand is genuine/is a factor, but also she doesn't live a commutable distance. She now occasionally pops in to show her face but sits and chats for an hour then leaves, and has always just been shopping/off for lunch when she arrives and honestly I don't think she's ever worked a 9-5 day in her life. Yet she complains about workload...oh yes and she has at least 2 other paid jobs that she doesn't declare to our employer (it's for one of these that she comes to the city once a week).
AIBU if I share some of my concerns in the feedback? Obviously would need to do it in a professional manner and I'm sure I'm not the only one who has noticed all of this, but I feel torn as to how to approach it.

I would decline to give her feedback. Nothing good can come of this.

Me too.

I'm a wimp and she thinks I'm on her side (she's terrifying to be honest...) so already said I would
I was asked to do the same for her line manager (the one she has the problem with, and who I have different concerns about, mainly regarding competency) and I basically ignored the emails... could do the same I suppose but honestly I am so tired of the whole thing. If these people put as much effort into their actual jobs as they put into fighting each other we'd all be better off!!

I think you need to have a quiet word with her manager explaining all of this and saying that you would rather not do this feedback. It really is not the best way of dealing with something this serious

Why did she think you would give good feedback? Does she think you are a walkover? She must know she's not doing the work.

I agree with the others, speak to the manager privately and explain everything.

Describe how her actions impact your work or the company as a whole. Don't try to identify causes, just the effects.

So don't say - X is looking after her child from 3pm. Say - X doesn't reply to emails after 3pm which means the teams work is delayed.

Just describe the impacts at work and leave management to work out or ask why things are like that.

I'd go to town and slate her full on.

People like this are parasites that need to be sacked.

Provide every ounce of negative feedback possible and with any luck, she will be fired before long.

Say you don't feel able to give feedback.

You've entertained her bad behaviour on WhatsApp up to now, bit much to complain about it now.

I inherited a tricky member of staff mid year - nice guy but couldn't accept feedback and was passed around departments.

I had to ask a previous manager for feedback to complete the 360. He refused to put it in writing but left me a voicemail. Basically absolutely criticising this ee. I asked a secretary to type up the message so it could be added to an HR file and I could try to extract the key themes. Clearly the previous manager knew no good would come of providing a proper appraisal. And indeed the ee reported me to my manager for the appraisal I gave.

My advice: refuse in this situation or give the blandest (but accurate) feedback you can manage.

Does her manager tell her just what you said, or that it's you that said it too

I'd discuss with her manager what the point of honest feedback would be, because if the manager is not aware of the persons failings, then they are not likely to actually use what you tell them as a basis for any disciplinary so what would be the point?

Think about a format like

• what you have done well and should keep doing
• what you could do more of
• what you could do less of/ need training or development.

What you then need is creative writing. The following are very rough examples of keeping it positive. Feel free to ignore as I’m not the best at this.

What you could do more of
It’s great when you come into the office for part of the day, it would be even better if you could work more hours on those days. This would give you an opportunity to focus on ….

what you could do less of
I like to keep my work and personal life separate and this means I find non-urgent texts about work at the weekend distracting. Everyone is different but I would appreciate less non-urgent texts.

What you could do more of
You have told me how heavy your workload is but I have observed that you allow yourself to be easily distracted e.g. [example of complaining]. I know it’s difficult but try to focus on your tasks and reduce external factors and distractions as this would help improve your productivity and to keep on top of your workload.

Decline, say nothing. Because you've collaborated in inappropriate conversations and she had proof of it! Dob her in and you may be in the firing line as well. If her kind manager hasn't noticed her lack of work, then they are bloody useless too. Don't get involved. Nothing good will come of it.

Performance concerns should be raised at the time, not saved up and put in a periodic performance review. Especially as some of your concerns are just personal frustration or bitterness.

It would be really unprofessional of you to bring up the stuff you've listed in a 360 review.

She's picked you because she thinks you are "on her side" which is quite shocking given all of the stuff you've written here about her! Gosh.

Refusing to give feedback to a colleague might not reflect well on you if it's something everyone can be invited to give and receive.
I would pick this out "Yet she complains about workload". You can give some constructive criticism on your perception of how she appears to manage workloads, schedules, multitasking, how she always seems to be stressed about it, the impact of that on you/other colleagues and a couple of suggestions of how you think she could manage it better.
If she chooses to respond direct to you outside of work channels you can then follow up requesting an end to the whatsapp messages, etc.

I'd be inclined to be honest.
I'm fed up of pussyfooting around feckless, workshy people.
Spent years working with them... they need outing.

Thank you so much for all of the responses, some very different approaches but all useful to read!
To be honest the comment about allowing the WhatsApp messaging does worry me, but I have always been very careful not to say anything sackable. Interesting that somebody thinks I'm bitter - maybe, but when you're the one earning less and doing more work it kinda goes with the territory..
if I'm honest I'd like the person to be gone, along with their manager. I work with some hardworking and brilliant people and then in the midst of it are... well, these other types of people. But i guess 360 feedback isn't an opportunity to try and do smithing about this, even if not being honest makes it feel disingenuous.