Are you being performance managed out?
Let’s be real: Corporate life can be a bizarre maze of secrets and silent expectations.
I’ve recently been coaching an individual who has an unusual relationship with their supervisor. If you just had that "oh jeez - that's me" gut check reading the title of this article. Here are some questions for you to consider...
1. Has Trust Eroded? Your boss used to trust you to get things done, but now they’re CC’ing half the company on emails about your projects. Or they might be sending emails to document discussions?
Pay attention to the words “just to confirm what we discussed” as they might be creating a paper trail.
How to handle this: seek allies - go back to your trusted relationships and colleagues who can offer a safe perspective and support. Ask yourself - might you also need to start keeping a paper trail?
2. Is Silent Treatment the New Normal? Do you feel that you are no longer included in meetings about upcoming projects?
If every interaction feels transactional— be wary — your boss might be slowly delegating your responsibilities.
How to handle this: Don’t take it personally. Have an honest conversation with yourself - or a coach - and potentially your supervisor. Sometimes it’s not about you, it might be about shifting priorities or office politics. Ask yourself - what assumptions am I making here?
3. Are You Getting Ambiguous Feedback? “We just need you to step up more” or “that’s not quite what they asked for” without any examples? That’s not coaching—it’s deflection.
How to handle it: Ask for Clarity. Politely but firmly request concrete feedback. Ambiguity isn’t your friend here. I’ve seen some great examples recently on how to have hard conversations from Jefferson Fisher on YouTube and IG.
I won’t sugarcoat this. This isn’t a fun realization, but with awareness you can choose how to respond. I challenge you to reframe and think about this as your golden opportunity to realign with work that better fits your strengths and values.
