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I’ve recently dealt with this twice: once when a manager gave me a yearly review and there was a comment about my tone, and again when my peer was sharing a review she had written for our joint subordinate and in it, she had a note on tone. I pushed back on both and this is how.
With my manager, I asked him for a specific example where he felt my tone was different than my peers or his own tone. He couldn’t provide a specific example and tried to keep it “high level”. My response was that I am very cognizant of tone bias when it comes to certain racial groups and gender, and without a specific example, I’d like him to remove it from my review. I reminded him that bias exists and if I were a different race and gender, I would likely not recieve this feedback. He agreed to remove it.
With my co worker, it was similar: I asked her to give an example where our subordinate was curt or rude, and I also asked if this was a repetitive issue or one incident. I also reminded her of tone policing and since I personally have never experienced this persons tone to be agressive, nor have I gotten feedback on her, that this needs to be removed from her review. And in fact, all comments around personality need to be removed as women tend to recurve personality marks versus performance. She re wrote her review.
Anyways, I’m a Director so I recognize the positional privilege I have but I still feel it’s important to call it out in a 1:1 setting.
Chief
👆🏿👆🏿👆🏿👆🏿 asking for specific examples is actually a golden rule I got from an HR friend.
Im just always looking for another job and never hesitate to leap. Moment I have to worry about my tone I know these white folks have won. Worked out for me so far!
That requires a nuanced and sensitive approach, cause no 1 answer fits all. The obvious is always choosing the right setting when you’re ready to speak out about it if you choose so. Cause public discussions will always lead to defensiveness and embarrassment. And model the behavior you want to see. And always know your rights and resources. Aim to be the smartest in the room when it comes to your orgs policies on workplace behavior if you suspect it’s not being respected.
Chief
Call it out directly. Speak to HR if necessary. Use the words "tone policing"