Marie McIntyre, Ph.D., is an office coach. She has more than 20 years experience as a manager, business owner and the HR director at a Fortune 500 company. Here is an office eavesdropping question she recently fielded...
Question: A co-worker told me that he brings a voice recorder to work to catch people talking behind his back. He will tape it underneath a desk or hide it behind a picture. We used to be friends, but I now seem to be on the list of people that he hates. I’ve started searching my work area every morning to be sure his recorder isn’t there. Although this guy’s weird behavior makes me sick, I’m not sure what to do about it. Should I bring this to the attention of human resources? —Nervous in Indiana
Answer: Yes, you should immediately have a confidential talk with your HR manager. Your colleague’s devious behavior is both appalling and a little frightening.
His suspiciousness, combined with a growing “enemies list,” may indicate paranoid tendencies. If he feels betrayed, he could decide to seek revenge. So when you report his clandestine activities, ask the HR manager not to reveal your name.
If you fear that HR may fail to protect your identity, describe the situation in an anonymous note. Although unsigned complaints are often disregarded, management is unlikely to ignore this one.
Answer: Yes, you should immediately have a confidential talk with your HR manager. Your colleague’s devious behavior is both appalling and a little frightening.
His suspiciousness, combined with a growing “enemies list,” may indicate paranoid tendencies. If he feels betrayed, he could decide to seek revenge. So when you report his clandestine activities, ask the HR manager not to reveal your name.
If you fear that HR may fail to protect your identity, describe the situation in an anonymous note. Although unsigned complaints are often disregarded, management is unlikely to ignore this one.
I can add to her answer...
About 50% of electronic eavesdropping in the business environment is caused by employees. The reasons range from office romance, job insecurity, promotion competition, and on up to conducting espionage for outsiders – either for money, ideology or under pressure from blackmail.
We hope the HR director in this particular case will realize that hiding a recorder for eavesdropping purposes is a criminal offense and takes the proper steps to protect the employee and the employer. A good first step would be contacting a security consultant who specializes in illegal electronic surveillance matters.
Tip: All types of security consultants are listed in the IAPSC.org Security Consultant Directory.
