However, if you’re having a serious problem with a manager or a colleague, don’t pour your heart out to your HR person and ask that no action be taken. You cannot count on the confidentiality of your discussions. While your HR person intends to help you, he also has an obligation as well to helping your manager and your colleague deal with you.
Similarly, do not discuss any career-transition plans (switching to another job within your company, resigning, job hunting, or retiring) with HR. HR is obligated to keep your manager informed about any prospective issue concerning staffing or anything that might affect organizational goals.
Human Resources and Confidentiality
HR has no lawful obligation to maintain confidentiality in anything you discuss. You may expect your HR person to remain confidential to the greatest possible extent. However, remember that the HR person’s primary loyalties and responsibilities concern the organization’s business needs. He is duty-bound to investigate employee complaints and involve other levels of management, especially in case of possible discrimination or harassment concerns.
Expect your HR person to pass on any information that’s in the organization’s best interest, even after promising confidentiality. HR should never mislead employees about the level of confidentiality they can expect. Such HR people aren’t behaving ethically and, over time, tend to lose employees’ and managers’ trust.
Go to HR for guidance on solving people problems or for help with organizational policies and procedures. See a reliable friend or a trusted peer to confide problems and challenges. Do not share anything with HR that you wouldn’t share with your manager.
Idea for Impact: HR is obligated to act on serious issues they learn about, whether or not you want them to. Therefore, never assume that conversations with HR will remain wholly confidential. Be discriminating in what you disclose to HR.