If someone else spies don’t do yourself

Dear Joan:
I am one of the supervisors in our sales division. Recently, workers in my area have mentioned that another supervisor often appears to be eavesdropping on them, lingering near open doorways and even standing in an empty room next to one in which we were talking. Our work is not competitive, but he does often share negative observations about our section to the division manager. The evidence is circumstantial, but the atmosphere is growing more uneasy and suspicious. How can we put a stop to this?

Answer:
Your work may not be competitive, but your fellow supervisor is. The fact that he has been reporting negative observations to your boss makes him highly suspect.

Your peer may have a big case of insecurity. The symptoms are lurking and leaking. Take heart. If your division manager has any sense at all, he or she will recognize the leaker for what he is. The good news is that you must be doing something extremely interesting to warrant all this attention.

Avoid the temptation of setting up a spy ring of your own. Spy vs. spy may perk up the routine but it won't win prizes for professionalism.

There are several ways to approach this situation. The first is to close the door and ignore it. If your performance is good, it's not necessary for you to worry about it.

If the "negative observations" about your section have any truth to them, you have work to do. If this information was relayed by your boss - and he or she didn't refute it - consider yourself told. Go back and ask your manager if there are areas in which you and your team can improve. Then do it.

Another option is more direct. Approach your colleague and say: "For your own sake, I want to tell you there's a negative perception forming. Some people have suggested that you often appear to be eavesdropping. I realize you're probably just taking a break (or whatever). I knew you wouldn't want to be misunderstood so I thought you'd like to know."

If he's innocent, he'll be aghast and thankful. If he's guilty, he'll be aghast and warned. If things don't improve, you may be forced to go to your boss. If you do, approach carefully. Don't accuse. Clearly describe your peer's observable behavior and consequences it has on your work group. Then ask for guidance in handling your colleague.

Whatever you do, don't back your peeping tom into a corner with no way to save face, or the negative ramifications will be irreversible.