Background: Person A is one of my senior people who wishes to transition into management as a supervisor. One of the conditions for his promotion is to mentor staff. We agreed that he would mentor person B anc C. Person C is very sharp and capable. However person B is
more challanging and has motivation problems. Person A has expressed to me in the past that he wonders what person B does all day etc. I specifically asked A to actively mentor B by including him in upcoming projects and training. Initially person A agreed reluctantly. However recently A mentions to me an informal conversation with B in which B openly expressed his disatisfaction with his job and the company and specifically stated that he was planning on leaving shortly without giving any notice. I regulary have 1 on 1's with my directs and B has not recently expressed disatisfaction although his anual review did reflect his lack of performance.
My overall trust for A has come into question before and this time is no different. I find it highly odd that B would have been so specifc with A and I think this is A's way of getting out of mentoring B. While relaying the story to me A said that he did not want to 'waste his time' mentoring B if he intended on leaving anyway. This for me was a major red flag that A was making this up to help his cause.
I already told A that as a manager you must give it your all until the person walks out the door and that he should continue to mentor B until he officially gives notice. How direct should I be when confronting B about making this statement? Is it worth creating a conflict if B feels that A ratted him out?