Feedback is an essential part of learning and professional growth in nursing and midwifery. It helps you refine your skills, strengthen your practice and build confidence.
But not all feedback is delivered in a way that is fair, respectful or appropriate.
That’s why it’s important to note the difference between constructive guidance and behaviour that crosses the line.
Constructive feedback
Feedback should be specific, respectful and focused on behaviour or practice, not on you as a person. It should support your development, not undermine your confidence.
You should be given:
- clear examples of the situation or behaviour
- suggestions or strategies for improvement
- a focus on patient safety and learning
- a willingness to answer questions or provide ongoing support
- achievable expectations
- examples where you’ve done well so you know your strengths
In other words, it should be constructive!
When feedback becomes bullying
Providing feedback in the correct manner is an art form and sometimes can be received the wrong way even if it does not have ill-intent.
Feedback crosses the line into bullying when it becomes personal, repetitive, intimidating or delivered in a way that causes distress rather than growth.
Bullying is not a single reasonable management action carried out appropriately (such as performance discussions). It’s about patterns of behaviour that create fear, humiliation, exclusion or stress.
WorkSafe Victoria defines it as ‘repeated, unreasonable behaviour directed at an employee or group of employees that creates a risk to health and safety’. This definition aligns with Victorian OHS law, which now explicitly recognises psychological health as part of workplace health and safety.
Bullying may look like:
- being spoken to in a belittling or demeaning way
- repeated criticism without guidance or support
- being singled out or embarrassed in front of others
- unreasonable expectations or impossible workloads
- withholding information to do your job
- intimidation, threats or punitive behaviour
- excessive scrutiny at work, unjustified criticism or complaints
- setting unreasonable timelines or constantly changing deadlines
Under Victorian OHS laws, employers must identify, assess and control psychosocial hazards, including bullying, so far as is reasonably practicable. All workers should be treated with tolerance, dignity and respect.
What should I do if I think I’m being bullied?
If you feel that you may be experiencing inappropriate behaviours at work, please seek assistance immediately as advice and assistance can often prevent the situation from escalating.
As nurses, midwives and carers, the importance of documentation is drummed into us during our training. You’ll no doubt hear the phrase ‘if it’s not written down, it never happened’.
It is important to keep a written record of your concerns, including details of dates and witnesses, and how it makes you feel. You should also read your employer’s policy concerning bullying and inappropriate workplace behaviour.
A verbal conversation is difficult to prove, especially if there are no witnesses and it is your word against theirs. If your first approach to your manager does not address your concern, follow up with an email and request responses in writing.
Members are also encouraged to submit an ANMF member assistance enquiry form via anmfvic.asn.au/memberassistance.
