"Dear Mind My Own Business, I do want to preface this by saying that you can't be 100 percent sure that what you heard is actually what's going on. But with that said, even if Kyle is indeed recruiting people on behalf of his wife, I don't think it's your place to say anything. As you said yourself, the organizations you've worked for have been badly managed. There's a reason that people are so willing to jump to a new"
"I am an assistant in my department, and I am doing much more work than I was hired to do, but for the most part, I am OK with it as I love the population we work with. In the time I've been here, several senior-level colleagues have left. I assumed they left for better pay and organizational structure, but now I think there's more to it."
An assistant at a for-profit organization that serves clients observes frequent senior departures and suspects a coworker named Kyle is recruiting staff for his spouse's competing organization. The assistant overhears Kyle speaking with a departing assistant director about a new job at the competitor and worries about a moral obligation to report the behavior. The assistant's supervisor is kindly but ineffective in handling employee relations. Avoid reporting allegations without firm evidence. Document observations, avoid accusations, involve HR only with clear proof, and evaluate personal career options when facing persistent poor management.
Read at Slate Magazine
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