Workplace Communication

Workplace Romance: A Slippery Slope

  • 24th January 2013
Workplace Romance

Workplace Romance

Workplace romance is a fact of life, right? After all, many of us spend more time at work than at home. We meet, we get attracted, we get together. On rare occasions, it’s happily ever after. More often, it’s not.

Can workplace romance be a legal issue for employers? Yes! Between co-workers with equal power and authority it’s less problematic if conduct at work stays professional. However, between a manager or supervisor and an employee — very risky! To explore this vital issue, let’s peek in on some juicy happenings at a fictional company with multiple locations!
David, a store manager, and Sheila an employee at another location, have a “thing” going. Sheila’s store manager, Stan, is one of David’s best friends.

Perhaps you think since there’s no actual reporting relationship between David and Sheila, no problem. See if you still think that after hearing about this meeting between David and Sheila at their favorite watering hole. Sheila’s waiting in their special booth with a Long Island Ice Tea when David arrives. He’s stressed.

-“What can I do to put a smile on that handsome face?” she purrs.

-“I wish it were that simple”, he says, pulling away.

-“What’s so complicated?”, she asks. “Oh, speaking of complications, you need to call your buddy, Stan. He told me Sandy is going to Vegas with you guys next month instead of me. He said if I go again it would look like favoritism. I told him you need me there – you know, for “staff support” – and you’d call him.

-David’s upset. “Why did you do that? That’s his decision. You want everyone knowing our little secret?”

She laughs. “Secret? Get real The rumor mill’s the most efficient system in this place!”

He’s not amused. “Listen to me”, he says. “This morning, before the manager’s meeting, I’m in a stall in the men’s room. Larry comes in with the owner. They don’t know I’m there. I hold my feet up. Larry’s talking about this married manager who’s having a fling with an employee at another store, getting her perks, taking her on trips, putting himself and the company at risk. I’m thinking, “Who is this idiot’? Larry says his name. It’s me. Sheila, we have to stop”.

-“I know you don’t mean that!” she says and tries to laugh it off.

David has three kids and a decade of college tuition ahead. That morning, his career flashed before his eyes.

“Things are out of control”, he tells her. “I cashed in favors with Stan to get you those trips, the bonus, the days off. Stan’s taken heat over it. I can’t call him about Vegas! What happens when another employee goes to H.R. or the owner and asks what or who they have to do to get perks and points right at me? That could be sexual harassment, Sheila. That stuff is all over the news! I have to think about my career.

Steamy enough for you? Memo Mendez and I, “recovering” professional actors who have been workplace training experts for 15+ years, often perform this powerful scene in our live interactive Sexual Harassment training. At the end, “David” interacts with the audience re: the learning points in the scene and asks “What should I do now”?

The most common suggestion: update your resume! David’s conduct creates risk and makes him a liability. Most participants agree that while it may be too late, David should go to H.R. or the owner, tell the truth, and see if there’s any way to get things back on track. His efforts to sweet talk Sheila and any threats of retaliation only dig his hole deeper. It is wise to have a clear policy in place re: personal relationships and make sure your team is educated about it!

HERE ARE SOME KEY POINTS IN ADDRESSING THIS ISSUE WITH YOUR TEAM:

Sexual harassment claims may arise from co-workers who do not get perks but are equally or more deserving of them.

• Favoritism is illegal and devastating to morale, teamwork and productivity. Under some state laws, even the perception of pervasive favoritism can constitute harassment.

• While “Sheila” consented, she may claim the relationship wasn’t welcome, that she was intimidated and fearful of refusing. If managers have the power to get perks, they have the power to take them away.

• Power abuse by members of management is indefensible.

• “David” and “Stan” may have personal liability for engaging in illegal favoritism.

• Employees as well as managers should exercise personal responsibility re: accepting perks they may not have earned. “Sheila” put her professional reputation and credibility in question by her actions.

• Personal relationships when there is NOT equal power and authority are fraught with peril and should be avoided!

• Personal relationships between managers and direct reports are against the policy at many companies. If that occurs, managers should advise H.R. or ownership so the situation can be resolved, often by transferring the senior person.

Respect and the Rumor Mill: The Hidden Dangers of Workplace Communication.

  • 24th January 2013

Workplace GossipI was recently in an OSHA4less client’s store to discuss training with the owner. He and his employees were busy and I observed their communication with customers. Awesome!

Then the customers left and I saw them communicate with each other. Not so awesome.

Communication is a major Human Resources issues. Fall-out from poor communication includes drama, lethargy, politics, dirty competition, gossip/rumors, errors, delays, unlawful harassment and even injuries and death.

All these things can erode morale, productivity, loyalty, reputation and the bottom line.

Except for genuine jerks you wouldn’t want to hire, most of us don’t mean to be negative or disrespectful. We must recognize gaps between our intent and impact and be willing to change. It’s tough because communication is like driving and parenting: most of us think we ourselves do it well, but others don’t!

Management can protect the business by pursuing these objectives:
• Empower and inspire staff to engage in respectful, positive communication with and about each other
• Reduce gossip and negativity

With that in mind, check out this scene from our “Workplace Harassment: the Real Deal” video-based training program available at www.osha4less.com. Picture it going down at your business. See if you think there’s a problem, and if so – what if anything would you do about it?

SCENE: Danielle and Rico, 2 employees, in the break room of a fictional pawn shop

D: Rico, how’s the coffee?

R: Debbie made it.

D: Yikes, “bimbo brew”. You heard Larry’s taking Debbie to Vegas, right? Lisa and Jake are on the warpath. They’re tight with Jennifer and she’s depressed because she thought she was going, then Norma said…

R: Stop! Man, the rumor mill’s the most efficient system in this place.

D: (Yawns) I need chocolate. Come on, Rico. You’re diabetic. Cough up that emergency snickers!

R: Please don’t broadcast my health issues.

D: Get real. You’re really hyper-sensitive. And it’s not just me. Louie and Shannon and I talked about it at happy hour…

R: You sat around at Happy Hour talking about me being super-sensitive? Must have been one freaking slow news day!

D: This is what I’m talking about. What’s going on?

R: Everyone knows what’s going on. Our gossip pipeline makes internet look like tin cans on a string! Splitting up with Fran after.12 years ,in debt to my eyeballs, losing my house… doing everything I have to to see my kids, freaking anger management, AA.. Therapy – where they actually teach you good stuff, like telling people when they annoy you…

COULD SOMETHING LIKE THIS UNFOLD IN YOUR WORKPLACE?
HERE ARE A FEW KEY POINTS TO ADDRESS WITH YOUR TEAM:

• Disrespectful communication and the rumor mill have negative consequences. They hurt others, hurt the business, and often hurt individual careers

• We need to recognize gaps between our intent and our impact. This requires active listening and a willingness to hear the truth without shooting the messenger

• Everyone, no matter where on the ladder, can be a leader in demonstrating positive, respectful communication

• The rumor mill is highly toxic with no redeeming value. If you consider yourself a good, principled person who cares about others, decline to participate

Through www.osha4less.com WTN delivers powerful “edutainment” style training on Employment Practices: On-site custom seminars, Online, DVD, English and Spanish