My peer was promoted to manager of the back office side of our business recently. (My role is on the sales & mktg side.) One of her directs asked for me for a closed door session and proceeded to vent about all the ways that her manager was making life miserable for her, and the rest of the team. She claims she is not the only one close to quitting the firm.
In spite of my "deer in the headlights" feeling :shock: I kept enough of my wits about me to attempt walking a line between hearing her for how unhappy and angry she feels but not buying in to her characterization of her manager. In the end I told her I couldn't promise that anything dramatic would change but I could promise that the right people in the company would know how she feels. I also asked her to be prepared to "start a clean slate" with her manager if the opportunity arose.
As I think about the best way to proceed, I conclude:
* ignoring the conversation ever happened is not consistent with my duty to my company, my peer, or the coworker who confided in me
* My peer is the one I need to talk to
* I should have focused more on building a relationship with her because I don't believe there's enough trust there right now for her to hear this from me.
I am a high CS and I would guess my peer is a high DI, so I'm going to admit I'm afraid of getting into conflict with her. Please give some other perspectives or even suggestions!