I have a situation where this week one of my peers was promoted to be my supervisor. This person is known to be volatile and while we have had a friendly relationship in the past even in the first few days her behavior has changed. I anticipated this so I offer only as background info.
A week ago she invited me to lunch so we could discuss "everything I didn't like about our work environment" because when she started a year ago I had let her know I was struggling with the poor communication structure.
My question is this - what (even in a non-performance review setting) is appropriate or not for her to ask. I am not planning to give her any information at this point but would like to let her know if she presses me that our working relationship is different now and I prefer to keep these types of discussion in the formal setting of the performance review.
Additionally, after several requests to receive a performance review from my former supervisor I have never been reviewed so the former peer will now be doing my review at some point.
This person has in the past breached our peer's confidential conversations to management. It always resulted in others being reassigned or experiencing some other type of retribution. She has known for a year what my suggestions for improvement were so I am leary of saying anything more based on what I have seen happen to others.
Would that be a good approach or is there another approach anyone could suggest?