Managing Personal Relationships in the Workplace
Personal Relationships in the Workplace…. When asked in the past about relationships in the workplace I have said it was harsh to attempt to prohibit them, although there are plenty of organisations that do. Why? Because they can and do have an impact on productivity and morale. When you consider we generally spend 8 hours a day in the presence of others in the workplace is there any wonder that this is the case? Furthermore, it is something so personal, there is risk of staff ‘secretly’ having a relationship and thereby damaging the employer and employee relationship. However, I maybe I think a bit differently now.
Banning workplace relationships is difficult to monitor and police. How do you define a workplace relationship Anyway? Maybe a better compromise is for a policy to ensure employees declare relationships and abide by an agreement that there will not result be favouritism, interferences with work and regarding that expectations professional conduct are outlined whilst they are in the relationship and in the event of a breakup.. This way it can be managed during and after if necessary which means the employer can manage the risk to an extent. However, whatever the policy, it must be followed and enforced.
This type of policy encourages openness, communication and being able to be in a position to manage the impact of the relationship in the workplace by raising concerns which will be specific and depend on the size of the organisation and the roles the individuals hold within the organisation. Things necessary to discuss may be the perception or otherwise conflict of interest, respecting decisions of the Manager / Business Owner and outlining expected behaviour and professionalism. For this to be successful, the right culture is required.
Managing the impact of the relationship or not, there is still the impact on other employees and the organisation itself if the relationship fails or sours – or worse still, it fails and one of the same individuals commences another relationship in the same organisation! Don’t think it doesn’t happen – it does! Or when the relationship is between supervisors and subordinates and I am sure there are many other scenarios and you have encountered or can think of. The organisation is at a higher risk of losing one or if not both employees, there is chance of alleged favouritism, discrimination and / or sexual harassment claims and negative impact on productivity and morale.
As mentioned before, don’t underestimate the impact on others and therefore the business, it can be destructive. It can cause angst, lack of communication, mis-communication, avoidance impacting on customer relationships and service and as a result bullying and / or discrimination. The impact may also very well cause you to want to take risks you normally wouldn’t to make the ‘problem’ go away to get back to a harmonious work environment which may very well backfire with you the Manager / Owner in fact taking action which results in unfair dismissal or discrimination claims.
Having said all that, it is important to also mention organisational culture. It is the existing organisational culture that will influence the formation, dynamics, attitudes & behaviour of the relationship in the workplace, consequences of and management action to the relationship in the workplace. Any policy or non-policy should continue to reflect the organisational values and culture. The culture also plays a significant role in how co-workers view these romances. Yet another reason to spend time and effort in establishing a strong organisational culture.
So is prohibiting personal relationships in the workplace harsh? Maybe not! Ha! (If relationships in the workplace was prohibited in my previous workplace my husband may not be my husband).
At HR Business Direction we are able to assist with developing a strong organisational culture.
Leisa MesserBBus(HRM); GradDipIR; CAHRI; IRSQ
HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au
