If you've read my site for any length of time, you know that I have strong opinions about just about everything related to the employment relationship. I try to walk that fine line between being employer supportive and employee supportive.
Those of you who work recognize that it is a fine line and it is not always possible for employees, especially, to understand what the HR job entails. So, frequently the actions of HR staff, and even the actions of managers, are misunderstood by employees. Nowhere is this more true than in relation to employee confidentiality.
Never is this more evident than when a number of employees part company with their employer in a short period of time. If HR staff and managers are maintaining the employee confidentiality that comes with their positions, employees will never know why from the company's point of view, including whether an employee gave notice, quit on the spot, asked to be given an exit strategy, or was fired.
Employees may read posts on Facebook and listen to the gossip that is rampant in an average organization, but they will never know the specifics. So, they make them up. Or, even if they don't make them up, they become worried about their own jobs. Then, they head for HR or a trusted manager to ask about what is happening and whether they should have concerns about their own job.
Smart organizations are prepared for these kinds of questions. They encourage them and are able to assure the employee that his or her concern is normal. They also can assure the employee that if his or her performance is less than expected, that their manager would be addressing it. Performance problems should never take an employee by surprise.
You can't tell an employee that his or her job is safe in an at-will world, but you can present the process your organization follows if the employee is having a problem. Most employees find this response reassuring. Make sure that you have a process and that you are able to communicate it as necessary.
Image Copyright Pali Rao
Just curious, what the general policies are for disclosure when an employee does leave a facility? I left mine and was told only date of hire, position held, and pay are given. Do HR departments still answer if they would rehire, when the former employee is looking for other positions and potential new employers check references?
Hi Kristin,
The answer depends a lot on your employer’s policies and past practices. Some do only allow references or employment verification through HR. Others won’t provide anything beyond the most basic information. See these thoughts for more.
This is what I tell employers:
http://humanresources.about.com/od/whenemploymentends/a/reference_check.htm
http://humanresources.about.com/od/whenemploymentends/qt/reference-checks.htm
I hope this gives you a sense of what HR does and why.
Regards, Susan
I am currently in a two year contract at a hospital and I am desperate to leave. I was given a $1000 moving stipend, that I am very willing to give back. My only fear is that when I apply for other employment, by current employer will tell my possible future employer about my leaving early. Is this a legitimate worry? Any advice on what I should do?