From glowing feedback to undermining: Why has my boss turned on me?

OpinionCareers contributorOctober 8, 2026 — 3:00pmSome time ago, my manager gave me glowing feedback in a formal check-in; there were no concerns raised at all. More recently, things have shifted – they got a lot more hands-on, started overriding decisions and stepping into my work tasks in ways that felt like I was being undermined, rather than supported.It got to a point where I genuinely questioned whether I was still needed in my own role, and asked my manager directly whether I was being pushed out. They were defensive and said that was just their job as a manager.I’m worried about now having a target on my back.John ShakespeareAt my most recent formal review I got a low rating that cited issues my manager never raised with me directly – no coaching conversations, no heads-up, nothing.Is it normal for a rating like this to show up out of nowhere? What am I entitled to ask for in terms of evidence or examples behind the rating? I’m already worried about now having a target on my back.I think this is a really odd case, and so does Professor Denise Jepsen, whose opinion I sought after reading your question. She’s an organisational psychologist and works in the Macquarie University Department of Management.“The golden rule for performance appraisal is ‘no surprises’, so this is not a good sign,” Jepsen said.“I read in it that something has shifted for the manager. Perhaps their KPIs have changed. Perhaps they are under threat, or maybe profits have turned to losses. Businesses are doing it tough, and AI is just around every corner. There is a great deal of uncertainty around these days. But in this instance, it sure sounds like the manager is being pressured.”She said that at the centre of most managers’ roles is a simple objective: to get work done through other people. If your manager does indeed have pressure coming from above, this essential goal can become distorted. If they feel the work is no longer being done for some reason, they may feel it necessary – very possibly unfairly – to take out their frustration on you.But have your work habits or performance changed? From everything you’ve said in our correspondence, it sounds like the answer is no. Could it be, then, that the manager is looking at your work in a different light? That this isn’t just a confection, a performance of action for the higher-ups, but a genuine concern.To be clear, I’m not suggesting that you’re a bad worker who’s been getting away with it for years. But I do wonder whether it’s worth considering that the manager sees something now that, to quote Jepsen, “they hadn’t previously worried about. Or that did not matter in the past but does now”.“The golden rule for performance appraisal is ‘no surprises’, so this is not a good sign.”Professor Denise JepsenThe problem is, even if this is the case, it sounds like you have very little idea what exactly about your own performance justifies such a worry. It sounds like you’ve received feedback, but you can’t match the criticism with your work or behaviour.So, should you ask for additional information? Absolutely.“As part of the organisation, you are perfectly entitled to ask for more evidence for your low rating; that’s just simple procedural justice,” Professor Jepsen said.“I’d caution about going in too heavy. It sounds like the manager, being defensive, was not comfortable with the recent changes. Things do change in workplaces, and we sometimes have no idea what shape this change took until months or years later.“So unless you have a particular reason not to, you could give them the benefit of the doubt and try to find out what is going on for them.”Like Jepsen, I think something has shifted at the top of your organisation; whether it’s a new direction, harsher policy or startling set of numbers, it hasn’t filtered down to your level. It makes sense, then, that this dramatic change in attitude seems so out of the blue. And I think you deserve an explanation.I agree with Jepsen that your manager probably finds themselves in a difficult, possibly even an alarming position. But, to be frank, the abrupt move from sparkling praise to stern disapproval, preceded by no warning, is simply poor management.I hope you can get some clarification and that this helps to allay your fears. Nobody should feel undermined and targeted in their job.Send your questions through to Work Therapy by emailing jonathan@theinkbureau.com.au. Get workplace news, advice and perspectives to help make your job work for you. Sign up for our weekly Thank God it’s Monday newsletter.From our partners