Dealing With Personal Relationships at Work: Dating at Work
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In the ever-busy world of entrepreneurial business, we are always at work or thinking about work. Where else are we going to meet people who share our interests? Should we date our co-workers or allow our employees to date each other? How do we keep it from interfering with work?
OVERVIEW [top]Changes in the workplace have made romances between co-workers inevitable. Employees are working longer hours and have less time to socialize outside of work. The exchange of ideas, shared creativity and the teamwork approach fostered in entrepreneur-based enterprises also promote closer connections and lasting relationships — sometimes romantic ones. More than one-third of all employees meet their future partners while on the job, and for many, dating officemates is part of a balanced work life.Office romances aren't a business liability as long as there are policies and procedures in place to ensure that employees' personal lives remain personal and their work professional. The company should also have a policy regarding sexual harassment.In this Quick-Read you will learn:- The pros and cons associated with workplace romances.
- Strategies for managing in-office relationships.
- Factors that identify sexual harassment.
- Establish a rule that prohibits an employee from supervising a person they are dating. Encourage everyone to disclose romantic relationships that fall into this category so adjustments can be made to avoid the related risks. Perhaps a change could be made in the reporting or organizational structure.
- List any jobs where romantic relationships could jeopardize the safety or integrity of other staff members and make the involved employees aware of those potential risks. For example, a human resource manager dating a department head could be perceived by others as a potential breach of confidentiality.
- Talk to employees about job expectations and consequences if performance falters for any reason.
- Focus on creating a positive office environment for all employees. This includes developing an atmosphere of trust and respecting the private lives of employees. Encourage them to live balanced lives.
- Make it clear to employees that personal lives should be orchestrated outside of the workplace. Flirting or romantic overtures should not happen at work. Communicate your concerns to employees when their personal actions cause professional problems or questions. Allowing the romantic behavior in the office to persist causes strain, tension and discomfort for other employees. It can also lead to complaints of favoritism and discrimination.
- Foster communication with your employees without judgment. Don't pry or question unless you notice performance problems. In many cases, disclosure of their dating relationship can help you create a more productive workplace while minimizing any conflict of interest.
- Keep in mind that office romances are not limited to coworkers. Your employees may also be dating your clients, vendors or even employees of your competitor. Make sure your office dating policy anticipates these situations — an acrimonious split between an employee and a supplier, for example, could result in late shipments, production delays or other problems for the whole company.
- Develop a policy that prohibits employees who are dating managers or supervisors from reporting directly to them. Encourage employees to disclose relationships of this nature and then have them report to other managers to avoid claims of favoritism or discrimination.
- Evaluate the structure of your business, and identify areas of higher risks, in the event of a romantic relationship. An accountant who pays the expense and travel reports of the staff member he or she is dating could prompt concerns of impropriety.
- Study your policy regarding sexual harassment. If y ou don't have one, get one. Examples may be found on the Internet, from the Equal Employment Opportunity Commission, in HR books, or you may even want to request copies of policies from other companies with whom you have contact.
- Be sure your harassment policy includes a course of action for people who feel threatened or harassed on a personal level at work. Communicate these steps to employees and make it clear that sexual harassment should be reported and that it will not be tolerated.
- If you, as the company's CEO or owner, are involved with an employee, report the relationship to the supervisor of the human resources department. Your openness will help to dispel rumors and claims of favoritism.
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