Member Article

Cupid at work

Office affairs - flirting with disaster?

An estimated 40% of UK workers have admitted to dating a work colleague and another 40% would consider doing so now or in the future. Another estimate suggests that about 20% of married couples meet at work. It’s not uncommon to learn of high profile people bringing workplace relationships into the news.

In the current economic climate the trend is to spend more and more time at work. This is seen by many workers as one of the main ways to meet people. Working late in the office, meeting deadlines, team celebratory drinks after successfully concluding a deal or project. Some employees see these as routine workplace activities but for many this is seen as their chance to exploit the situation.

Affairs at work are nothing new, yet they continue to cause problems for management and HR Departments. Those relationships involving higher and lower ranking employees are of particular concern. These can affect morale, reduce productivity and lead to calls of favouritism and perhaps even bring claims of discrimination.

There is a fine line that organisations must take in looking after the needs of business and at the same time, protecting the private lives of its employees.

It has to be recognised by employers that many employees will be related or will develop personal relationships at work. The organisation must not intend to discourage those in personal relationships. Where personal relationships do occur the majority of employees normally behave in a professional manner. However, particular types of personal relationships at work can lead to problems such as; complaints of favouritism, unfair treatment, conflicts of interest, especially where there is a direct reporting line between the two individuals concerned.

Managing personal relationships at work - the policy

If organisations are to take care of the interests of the business and at the same time protect the private lives of its employees, then well-written policies defining the standards of behaviour that are acceptable must be implemented, communicated to everyone in the organisation and preferably be included in the Company Staff Handbook. After all, there is little point in having well-written policies and procedures that are not properly communicated or understood at all by anyone except the author(s).

The policy should include any members of staff either directly employed or employed through the Temporary Staff Bank or via an Agency.

Employees’ responsibilities

Where a personal relationship exists between members of staff in the same or related area, it must be their responsiblity to declare this to their respective line manager(s). Where the relationship is between a member of staff and their line manager, it must be the responsibility of both individuals to advise a more senior manager.

Managers’ responsibilites

Where a personal relationship exists in a team, the relevant manager must take action to avoid any potential conflicts of interest or possible operational difficulties.

In conclusion; the first step is for managers to recognise that office romance exists. The development of policies pertinent to workplace relationships is an effective tool that an organisation can use to protect itself from liability. But a policy on its own is not enough. Managers and employees have their part to play in ensuring that workplace relationships between individuals is addressed and its negative effects are minimised.

If your organisation requires a free download of an up-to-date policy on; ‘Managing Personal Relationships at Work’ Then please contact me via my profile page.

This was posted in Bdaily's Members' News section by Andrew Dane .