There are times in the workplace when an employee feels singled out by management and the experience is unpleasant. Peter Quarry explains to Eve Ash that a warning is not bullying, but a standard management function. Providing that the correct procedures are followed and documented, the aim of the warning is to improve the person’s performance, not to hurt him/her. Eve Ash describes managers’ increased nervousness over giving feedback. Peter Quarry suggests preparing a script for feedback, making notes of the conversation and having a third person (perhaps from HR) to witness and assist the discussion.

When an older employee is warned over not performing adequately, this is unpleasant but not bullying because: - Companies have a right to manage staff performance - The purpose of the intervention is to improve an employee’s performance

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