Employment legislation across the country has made it clear that while employers must take workplace harassment seriously, not all management activities will be considered workplace harassment.
Performance management is the prime example. Employers should not be unduly critical of your work, but they may be critical of it, and may offer negative feedback if required. Employers can manage employees as they see fit, so long as they are not unfair or unduly harsh in their actions. If an employee’s work does not improve, employers may institute a performance improvement plan, and may implement discipline up to and including dismissal. All of this is not classified as harassment so long as it is executed fairly and an employee is not being bullied or ‘set up to fail.’