How to handle negative feedback if your manager sent to management ?

I think it is good that he admitted that he was indirect in telling you about the assignment. You can thank him for being honest about that.

I cannot answer the question of whether it is personal or technical. I do not know the situation.

The problem with a manager being indirect is that then the employee must guess. What happens when the employee guesses wrong? Who gets the blame?

It is easy for me to make suggestions but I understand it is a difficult situation. Relevant to the complaint about the project that he claims is late, perhaps you can ask him what you should have done, so that you can do better in the future. It is very easy and common for people to criticize and tell someone what they should not do but it is not as easy and is very uncommon for people to say, in a reasonable and relevant way, what should have been done. Ask him what the problem is, what problem was caused by the project being late (according to him) and how you should have known what the deadlline was.

These are my suggestions but there are very many details that I do not know therefore it is possible that nothing I say helps.

ok last question Sam Hobbs i need answer how i know reason is personal or technical 
this is my question i need answer 

also i ask my manager about reason why you resign me he tell me i told you about  task and you don't 
but you don't make 
i told him you not told me 
he reply i told you indirect way 

my question why not tll me directly or at least sent email
also another task difficult i finish it from 6 monthes and he not talk to me about it

suddenly hel told me you are late although it finish it from 6 monthes  and no user compalin from issues or not send me email about issues
i thinking about real reason i can't found any real reason 

so last question what you expecting from that are this personal or technical 

also why you tell me indirect way and not direct 

also task finish from 6 monthes without he give any comments but after 6 monthes remeber that 

also task is finish and publish and users not compalin fro that 

I am not sure what you mean by another reasons but I will assume you are referring to what I said about them probably not liking something else. Relevant to that, it is impossible for us to guess at what that is. It could be any of very many things. It could be a person's religion. It could be jealousy if there is a woman involved. It could be that you have done a good job in a way that makes them look bad. It could be any of many things.

If there is something you know or suspect that your manager does not like that is not something they are reporting to their management then you might want to gently and humbly suggest that that might be causing problems. Stuff like that can get ugly therefore I really do not know what would be best for you.

can you write another reasons and hw to avoid that Sam Hobbs please clearify more and write more reasons 
please try help me by write more reasons and how to fix 

It is a difficult situation. I think all you can do is to make it clear that the accusations are not valid.

I suspect that the real issue is different from what they are saying. They probably do not like something else that they know they cannot complaion about it.

If things do not improve then you probably need to change jobs. That is easy for me to say but it might not be easy for you to do but it is logical at least.

In the United States of America it is possible to sue someone for intentionally making false statements that damage someone but that would be an extreme measure and not easy to do. You might could do it after finding other employment, if it is relevant in your country.

I’m sorry to hear that you’re facing this issue. Here are some steps you can take to address this situation:

1. Self-Reflection: Review the feedback and honestly assess if there’s any truth to it. Even if you believe the feedback is unfounded, it’s important to understand why it was given.

2. Gather Evidence: If you’re confident that the feedback is inaccurate, gather evidence to support your case. This could be emails, code commits, or any other documentation that shows you’ve been following best practices and using up-to-date technologies.

3. Request a Meeting: Ask for a meeting with your manager to discuss the feedback. It’s important to approach this conversation calmly and professionally. Explain your perspective and present any evidence you’ve gathered.

4. Ask for Specifics: If your manager insists that the feedback is accurate, ask for specific instances where you failed to deliver. This can help you understand their perspective and give you a chance to explain or rectify the situation.

5. Develop a Plan: If there are areas where you and your manager agree that improvement is needed, develop a plan to address these issues. This could involve additional training, mentoring, or changes to your work processes.

6. Seek Guidance: If the situation doesn’t improve, you may want to seek advice from HR or a trusted mentor. They can provide guidance on how to handle the situation and can mediate if necessary.

Thanks