Managers and Confidentiality

Submitted by mauzenne on Mon, 10/26/2009 - 01:09.
in

This cast recommends how managers handle requests for confidentiality from their directs.

What do we do when one of our directs asks for confidentiality? Can we offer it? Whatever could they be wanting to talk about that requires it? Are we being set up?

We get this question in different forms. Generally, managers fall into two different categories in terms of THEIR take on the subject. One group feels that it's not a good idea, and the other feels it's fine, and part of normal relationship building. The second group says, the better the relationship I have with others, the more trusting we are and the more open we are. Why wouldn't I offer privacy to my directs to encourage openness? Isn't that what One on Ones are about?

Here are the Manager Tools recommendations about confidentiality:

  1. Managers Can NEVER Offer Confidentiality to a Direct
  2. Respond By Declining, Providing The Rationale, and A Brief, Clear Example
  3. Encourage Candor Nonetheless


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xcelerator's picture
Submitted by xcelerator on Fri, 10/30/2009 - 13:31.

great cast -- tag as pre-basics / mgmt 101?

One thing I've noted is a general lack of 'good' advice to new managers from HR and hiring managers regarding their responsibility as it pertains to the company. There are a lot of things we've learned by doing and finding out the hard way. Bigger companies generally place more emphasis on this through HR to avoid potential corporate legal problems. Not so much for smaller companies.

Perhaps tag this one and some of the HR-tagged casts plus conflict resolution, harassment, etc. as mgmt pre-basics? I've started a list I have called mgmt 101 for my managers so as not to confuse with the basics. I am now at a smaller company and this is required listening for my DRs.

- x

mauzenne's picture
Submitted by mauzenne on Fri, 10/30/2009 - 23:14.

 x, Would love to see your

 x,

Would love to see your list of mgmt pre-basics?  Mind sharing it with us?

Best Regards,
Mike

xcelerator's picture
Submitted by xcelerator on Sat, 10/31/2009 - 09:40.

mgmt101 / pre-basics list

  • Performance Improvement Through Effective Hiring
  • Get Going on Performance Reviews!
  • Performance Reviews — Part 2
  • Delivering the Performance Review - Part 1
  • Delivering the Performance Review - Part 2
  • Compassionate Layoffs?
  • Managerial Communications
  • How to Fire Someone (Well, Almost)
  • Receiving Feedback About Your Directs
  • Resolving Conflict
  • Performance Reviews With Little Time In Role
  • Do YOU Need to Apologize?
  • Time to Party?
  • Handling Peer Conflict When Your Directs Are Involved (Part 1 of 2)
  • Handling Peer Conflict When Your Directs Are Involved (Part 2 of 2)
  • Quick and Dirty Interviews
  • How to Handle, Yes, Body Odor - Part 1
  • How to Handle Body Odor (Part 2 of 2)
  • Managing Through a Personal Crisis (Part 1 of 2)
  • Managing Through a Personal Crisis (Part 2 of 2)
  • Sexual Harassment (Part 1 of 2)
  • Sexual Harassment (Part 2 of 2)
  • Write More Effectively (Part 1 of 2)
  • Write More Effectively (Part 2 of 2)
  • How to Make a Job Offer (Part 1 of 2)
  • How to Make a Job Offer (Part 2 of 2)
  • How to Set Annual Goals (Part 1 of 3)
  • How to Set Annual Goals (Part 2 of 3)
  • How to Set Annual Goals (Part 3 of 3)
  • The First Rule for New Managers
  • How To Create A Simple Behavioral Interview Question
  • How To Create A Simple Behavioral Interview Question
  • Feel, Felt, Found
  • Managers and Confidentiality
xcelerator's picture
Submitted by xcelerator on Sat, 10/31/2009 - 10:01.

comments on my list

I didn't sort the list but I have two categories for new managers: 1) handling difficult situations; 2) required knowledge for managers. 

The casts in the first category -- sexual harassment, conflict, personal crisis, parties -- are great resources for new managers to handle some of the thornier situations that are NEVER adequately addressed by the company. Particularly for technical / engineering managers. These are the first set that I want my managers to listen to. 

The second category on interviewing, hiring, annual goals and performance reviews prepare the new manager for the 'blocking and tackling' responsibilities.

Thanks and keep these coming!

- xcelerator

mauzenne's picture
Submitted by mauzenne on Sat, 10/31/2009 - 14:53.

 Thanks ... much

 Thanks ... much appreciated!