What to do if…
you discover rumours about your performance are being circulated at work

What to do now

1. Write a dated fact log.
   Record what you heard, who said it, when it happened, where it happened, who else was present, and any work impact such as changed assignments, meetings, feedback, or review comments. Keep this factual.

2. Collect allowed performance records.
   In your normal work systems, gather or note goals, metrics, completed deliverables, deadlines met, written feedback, recognition, review notes, and project updates. Do not remove confidential information, customer data, trade secrets, or employer documents in a way your policy does not allow.

3. Check your employer’s reporting route.
   Look for handbook sections on performance management, harassment, complaint reporting, retaliation, ethics hotlines, investigations, and recording meetings. Note whether the first route is your manager, HR, a hotline, a union representative, or another named channel.

4. Ask your manager for a short private meeting.
   Use neutral wording, such as: “I’m hearing that concerns about my performance may be circulating. I want to understand what is accurate, confirm expectations, and align on priorities.”

5. Ask for specific, work-based details.
   In the meeting, ask what the concerns are, what examples or dates exist, what standard you are being measured against, whether this is informal feedback or a performance improvement plan or discipline, and what success should look like before the next check-in.

6. Send a calm follow-up email.
   After the meeting, summarize the priorities, deadlines, success measures, support offered, and next check-in date. Keep the email short and factual.

7. If the rumors are disrupting your work, use the complaint channel.
   Report the behavior, the business impact, and what you are asking for: a fact-based review, correction where appropriate, and a stop to rumor-spreading that interferes with work. Ask what the next step is and whether they can give a general timeframe.

8. If the rumors connect to discrimination or harassment, say that clearly.
   If the rumor targets a protected characteristic or appears connected to discrimination, harassment, or retaliation, write down that connection and use the employer’s reporting process. Federal EEO rules generally protect workers from retaliation for opposing unlawful discrimination or participating in an EEO process.

9. If you have a union, contact your representative early.
   If a meeting could lead to discipline, ask your union representative about representation before the meeting. Follow your contract or local union process.

10. If this involves shared workplace concerns, keep it factual.
    Some private-sector employees have rights to act together about working conditions, including raising shared concerns with coworkers or management. Coverage is not universal, so keep careful records and get advice before treating this as protected concerted activity.