HR SoapBox: What Are You Looking At?

July 14, 2005

Volume 5, Number 15

In This Issue... WHAT ARE YOU LOOKING AT?

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WHAT ARE YOU LOOKING AT?

I'll be the first to admit that if I'm in a co-worker's workspace for any length of time and see (without craning my neck!) a framed picture on his/her desk, I'll glance at the picture. Rarely, if ever, will I actually peek over the individual's shoulder to see what's on his computer monitor or push aside papers on her desk to get a better look at her day planner.

Some employees aren't so blasé about what's on a co-worker's desk or computer screen, though. These individuals go to great lengths to pry into others' professional and personal lives.

The reasons behind their motivations are as varied as the colors in a crayon box. Some snoop to help the office grapevine grow. Some do it to satiate their curiosity. Others correlate possessing such information with power.

I might be overly sensitive, but I think such behavior is annoying and obnoxious. While I have nothing to hide, it's the principle of the matter that counts! So the next time a co-worker comes into your office and lets his/her eyes roam free, use these tactics to help put the snoop in his/her place.

Turn your chair so that you're looking directly at the busybody and lock in eye contact. Never let his/her gaze go.
Use your elbows to cover documents on your desk.
Minimize computer screens.
Place a small mirror on the top of your computer monitor if your back faces the door, so office snoops can't sneak up on you.
If you notice a co-worker staring at your computer screen or desk, ask: Would you like to have a seat so you can get a closer look?
Invent a reason to send a snoop scurrying. Say: I hear there's a chocolate cake in the break room.
Purposely keep your desk messy. Your nosy co-worker won't know where to look first.

Good luck, stay legal, and stop those snoopers!

Melissa V. Hansen
Editor

READERS GET ON THE SOAPBOX

Here's what readers had to say in response to last month's issue on:
WHEN GOOD THINGS HAPPEN TO ATTRACTIVE PEOPLE

I agree with you. How you look even plays a part in whether you get the job. There is another factor that plays out even more than beauty, that's size. If you're very heavy, you had better have a pretty face!
Absolutely! The author is unequivocally correct on beauty premiums. Not real sure there is a penalty but would concede it would be on the unconscious side!
Yes, beauty is a factor in employment decisions in most organizations.
In addition, other factors such as height and weight affect employment
decisions. Many places should hang out a sign that says: Short and/or
fat people need not apply.
The beauty factor absolutely exists in the the workplace. It's thriving! Many managers don't take the time to find out who is doing what and who has the best grasp or knowledge of a job. It's easier to "take a look" and draw a conclusion than it is to research and put time in to find out who is the best candidate. It's a fast food world we live in and that extends to selecting someone for a job or promotion. Why bother wasting time to learn something about the less attractive person when the attractive ones just look the part!

Note: Responses may have been edited for clarity and length.

Review past issues of HR Soapbox here.

TOP 5 RESOURCES FOR HUMAN RESOURCES PROFESSIONALS

1.
HR Professionals' Toolkit

This CD-ROM gives you quick yet comprehensive solutions to the toughest HR questions and problems you field every day on topics like: performance appraisals, sexual harassment, discipline, conducting legal background checks, legal pay practices, complying with the Family and Medical Leave Act, overcoming workplace negativity...and more. No matter what urgent problem suddenly lands on your desk, you'll never be blindsided when you have this valuable resource at your fingertips.

2.
Performance Appraisals: The Ongoing Legal Nightmare

Shows you the latest methods for conducting employee reviews safely, including what you can — and can’t — say during a performance review, what safeguards you need to deter legal action, how to skirt the most common pitfalls surrounding the appraisal process, and how the courts view comments made on company appraisal records.

3.
The Complete Policy Handbook

Shows you how to safeguard against the damage that loopholes in your employee handbook can cause. You'll get a CD-ROM containing a complete set of ready-to-print policies for a foolproof manual of your own...policies that have stood up to courtroom challenges...with language that has worked in defending other employers.

4.
Employer's Guide To Record-Keeping Requirements

Covers all the records, files, and documents demands made on employers by state and federal laws and agencies; as well as what you must post on company property to stay on the right side of employment laws.

5.
Employee Problem Solver

Gives you a solid mix of practical advice seasoned with legal experience for attacking the problem, not the personality, in difficult situations that you and your managers face every day. Each general problem area is designed to offer immediate practical steps for preventing, attacking, and solving tough personnel problems.

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