I need some insight regarding an ongoing issue with a direct. I have someone who is convinced someone is accessing her C: drive and deleting/changing files and changing system settings to prevent her from getting any work done. This person also feels that these actions are being made "programmatically" while they are logged on.
We are a large state agency with a very strict computer security policy. My manager and I have not taken the accusations lightly, and have even enlisted our computer security team to monitor this computer to identify what has been happening. No evidence was found of anyone other than the employee logging into the machine.
Despite this evidence (or lack thereof) my direct insists the issue continues, and that the "proof" is in the fact that she cannot get her work done in what she feels is a reasonable amount of time. She has indirectly mentioned she thinks its because someone wants to steal credit and prevent her from succeeding. She has never specifically accused anyone, however, she has alluded to a few suspects on more than one occasion.
Because of the time she spends "researching" (her words) and dealing with these perceived security issues, her performance has begun to suffer. She is beginning to spend more time focusing on these issues instead of her work.
It's basically an accusation of sabotauge. And she has admitted she feels singled out since this isn't happening to anyone else. However, there is no evidence (other than her experiences) of this happening, and neither my manager nor I believe anything is happening and feel the issues she experiences (if they even are true issues) are due to her disorganized workflow.
I am not sure how to proceed. Nor am I sure on how to address this type of behavior using the feedback model, or if this is even a situation in which the feedback model would work.
My manager and I have met with HR and say a performance improvement plan would be the next step, but how do you coach someone out of this type of paranoia? Can you?