talkhealth forums

It is certainly the case in some contexts that performance management, micro-management and other similar approaches can be a form of institutional bullying, but it all depends on the context and culture of the organisation, and how it is perceived by employees. The definition of bullying is the 'persistent demeaning and devaluing of an individual by another'. The most common form of bullying is one between a boss and subordinate, or between subordinates. But it is possible that you can get a bullying culture in a part of an organisation, where people feel intimidated and harassed. On the other hand, performance management could have a positive side to it in that it provides people with clear cut objectives they need to achieve. It crosses the border into bullying, in my view, when it becomes intimidating.

The NHS amongst other business' provide staff feedback questionnaires to combat this sort of bullying, they are often anonymous and sent out quarterly or monthly in some places. I would suggest if you feel you are being subject to such pressure and institutional bullying that you investigate the human resources facilities for staff feedback. I have known of anonymous helplines and drop in clinics ( the latter not as anonymous).
In addition some contract commissioners, especially within the health services, want to see objectives which reduce this kind of behaviour.