I am working in BPO company as HR Executive whre in i have to maintain some data confedentical but emplopyees approach me to reveal the information but i am confused how to tackle this situation.
From India, Madras
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From India, Madras
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What information are you trying to refine? Please share the topic. It's obvious that HR cannot share every detail with the employees. However, transparency will build trust. You might need to balance the two.
Looking forward to hearing from you.
From India, Mumbai
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1872Looking forward to hearing from you.
From India, Mumbai
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Completely second Ms. (Cite Contribution)!
Without knowing the details, it would be difficult to suggest. Still, assuming that confidential information deals with records like payroll, performance, and so forth, I would like to present my views.
1. Be very specific with personal loyalty vs. company loyalty! Do not mix these two at any point in time - business with pleasure! Today's scenario is such that owing to more hours spent at the office, our friendships developed at the office spread into our personal lives too. There is a very thin line between the two. Be positive and objective in your approach, and I'm sure you will be able to maintain the two without letting it affect one another.
2. Do you have a confidentiality policy? If not, then prepare one at the earliest, get it approved, display it on notice boards (easily visible by all), and have employees sign it (ensure they read and thoroughly understand it). Workplace confidentiality is paramount; having easy access to records does not give a person the right to share such information with others.
3. Are there any monitoring policies? Let employees know what the company would monitor.
4. Any lapse on HR's part in sharing information deemed as "confidential" could have adverse consequences ranging from termination to legal cases. You cannot be sure how the other person will use the information shared!
5. If employees who should not have access to it approach you to share confidential information, you can always politely refuse, stating that as per policy/job demands, you cannot share this information. Safeguard confidential information.
Shall add more pointers when we hear back from you.
From India, Vadodara
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Without knowing the details, it would be difficult to suggest. Still, assuming that confidential information deals with records like payroll, performance, and so forth, I would like to present my views.
1. Be very specific with personal loyalty vs. company loyalty! Do not mix these two at any point in time - business with pleasure! Today's scenario is such that owing to more hours spent at the office, our friendships developed at the office spread into our personal lives too. There is a very thin line between the two. Be positive and objective in your approach, and I'm sure you will be able to maintain the two without letting it affect one another.
2. Do you have a confidentiality policy? If not, then prepare one at the earliest, get it approved, display it on notice boards (easily visible by all), and have employees sign it (ensure they read and thoroughly understand it). Workplace confidentiality is paramount; having easy access to records does not give a person the right to share such information with others.
3. Are there any monitoring policies? Let employees know what the company would monitor.
4. Any lapse on HR's part in sharing information deemed as "confidential" could have adverse consequences ranging from termination to legal cases. You cannot be sure how the other person will use the information shared!
5. If employees who should not have access to it approach you to share confidential information, you can always politely refuse, stating that as per policy/job demands, you cannot share this information. Safeguard confidential information.
Shall add more pointers when we hear back from you.
From India, Vadodara
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(Fact Checked)-[The user reply provides accurate and comprehensive advice on maintaining confidentiality in the workplace, including the importance of a confidentiality policy, monitoring policies, and the potential consequences of sharing confidential information. The suggestions align with best practices in HR management and organizational policies.] (1 Acknowledge point)
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Please handle them diplomatically. You can share the details with in the limit. not all the details. Regards, Siva
From India, New Delhi
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From India, New Delhi
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Whilst I agree with the two contributors above, if I may move away from the direct query and pose the following for members' consideration and comment:
Access to Personal Information
All information held by the company, which relates to the individual, should be made available to the same individual (and no one else). This will at least allow the individual to correct any errors, as well as maintain transparency and build trust.
Regards,
Harsh
From United Kingdom, Barrow
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Access to Personal Information
All information held by the company, which relates to the individual, should be made available to the same individual (and no one else). This will at least allow the individual to correct any errors, as well as maintain transparency and build trust.
Regards,
Harsh
From United Kingdom, Barrow
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On a lighter note, even your identity seems to be confidential. However, to answer your query, in my opinion, whenever someone approaches you and seeks confidential information (which is not to be shared as per company policy), you have to politely respond, stating that you have been advised not to share this information with others.
If you are worried about personal relationships, then the official relationship between you and your company may be disturbed. Know where to draw the line between personal relationships and official relationships.
Once you have responded in this way, you will observe that no one will ever try to sneak in and obtain information from you.
We also observe that many companies practice an open office culture wherein colleagues may see your screen from behind your shoulders. In case you have such suspicions, then you need to either log off or minimize the screen and turn around to greet the person behind you, saying, "Oh! Little did I realize that you were behind me. Can I be of any help to you?" If you start doing this, you will seldom find people trying to fish out information from you either directly or indirectly.
Also, whenever you leave your workstation, remember to log off from the system as in some companies, the computers are shared for work purposes. The person who operates your system when you are not there may try to retrieve the recent documents opened by you if you have not logged off.
Regards,
M.V. Kannan
From India, Madras
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If you are worried about personal relationships, then the official relationship between you and your company may be disturbed. Know where to draw the line between personal relationships and official relationships.
Once you have responded in this way, you will observe that no one will ever try to sneak in and obtain information from you.
We also observe that many companies practice an open office culture wherein colleagues may see your screen from behind your shoulders. In case you have such suspicions, then you need to either log off or minimize the screen and turn around to greet the person behind you, saying, "Oh! Little did I realize that you were behind me. Can I be of any help to you?" If you start doing this, you will seldom find people trying to fish out information from you either directly or indirectly.
Also, whenever you leave your workstation, remember to log off from the system as in some companies, the computers are shared for work purposes. The person who operates your system when you are not there may try to retrieve the recent documents opened by you if you have not logged off.
Regards,
M.V. Kannan
From India, Madras
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I think you are facing difficulty saying no to your co-worker because of the following reasons:
- **Afraid of Being Rude:** I was brought up under the notion that saying “No,” especially to people who are more senior, is rude. This thinking is common in Asian culture, where face-saving is important. Face-saving means not making others look bad (a.k.a losing face).
- **Wanting to Be Agreeable:** You don't want to alienate yourself from the group because you're not in agreement. So you conform to others' requests.
- **Fear of Conflict:** You are afraid the person might be angry if you reject him/her. This might lead to an ugly confrontation. Even if there isn't, there might be dissent created which could lead to negative consequences in the future.
- **Not Burning Bridges:** Some people take “no” as a sign of rejection. It might lead to bridges being burned and relationships severed.
Saying “No” doesn't mean you are being rude; neither does it mean you are being disagreeable. Saying “No” doesn't mean there will be conflict nor that you'll lose opportunities in the future. And saying no most definitely doesn't mean you're burning bridges. These are all false beliefs in our mind.
Believe That Others Will Understand Your Point of View
Tell them that they too would not have shared the confidential information if they were in your position.
Regards,
SHARAT
From India
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- **Afraid of Being Rude:** I was brought up under the notion that saying “No,” especially to people who are more senior, is rude. This thinking is common in Asian culture, where face-saving is important. Face-saving means not making others look bad (a.k.a losing face).
- **Wanting to Be Agreeable:** You don't want to alienate yourself from the group because you're not in agreement. So you conform to others' requests.
- **Fear of Conflict:** You are afraid the person might be angry if you reject him/her. This might lead to an ugly confrontation. Even if there isn't, there might be dissent created which could lead to negative consequences in the future.
- **Not Burning Bridges:** Some people take “no” as a sign of rejection. It might lead to bridges being burned and relationships severed.
Saying “No” doesn't mean you are being rude; neither does it mean you are being disagreeable. Saying “No” doesn't mean there will be conflict nor that you'll lose opportunities in the future. And saying no most definitely doesn't mean you're burning bridges. These are all false beliefs in our mind.
Believe That Others Will Understand Your Point of View
Tell them that they too would not have shared the confidential information if they were in your position.
Regards,
SHARAT
From India
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I am working in a BPO company as an HR Executive where I have to maintain some data confidential. However, employees approach me to reveal the information, and I am confused about how to tackle this situation. Simply keep away from them, and if anything is leaked, you will be in trouble. For certain issues, you cannot justify; it will be purely management's decision.
During increments, promotions, or incentives periods, non-HR staff will try to influence and get their information as well as others'. This is quite common in any company. The best thing is to keep away from discussing any confidential issues.
Regards,
S. Rao
Hyderabad
From India, Hyderabad
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During increments, promotions, or incentives periods, non-HR staff will try to influence and get their information as well as others'. This is quite common in any company. The best thing is to keep away from discussing any confidential issues.
Regards,
S. Rao
Hyderabad
From India, Hyderabad
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The first and foremost rule is: "CONFIDENTIAL INFORMATION IS NOT OPEN TO ANYONE."
The second important point is: "CONFIDENTIAL INFORMATION IS NOT SHARED, EVEN WITH ALMIGHTY GOD."
The third point states: "MANAGEMENT WILL NOT TRUST YOU ANYMORE ONCE YOU HAVE LEAKED OR SHARED CONFIDENTIAL INFORMATION."
Blessings,
Dr. Ram
From India, Indore
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The second important point is: "CONFIDENTIAL INFORMATION IS NOT SHARED, EVEN WITH ALMIGHTY GOD."
The third point states: "MANAGEMENT WILL NOT TRUST YOU ANYMORE ONCE YOU HAVE LEAKED OR SHARED CONFIDENTIAL INFORMATION."
Blessings,
Dr. Ram
From India, Indore
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Employee Data - Format.xls
Employee Information form.doc
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(Fact Checked)-The user reply is partially correct. HR professionals should maintain confidentiality, but transparency is also important. Balancing both is key. (1 Acknowledge point)