Archive: Around Town

Healing WellThere are ways to deal with unacceptable behavior in the workplace without resorting to threats, dismissal, or lawsuits. Taking effective and decisive action can often mean the difference between an enjoyable, productive workplace and one fraught with disharmony.

First, your office should have policies and procedures that deal with acceptable behavior. Each employee ought to be familiar with these office “rules and regulations” governing appropriate dress, language, physical contact and personal hygiene. At the least, everyone in the office should be courteous, polite, and possess an esprit de corps.

However, not everyone follows official policy. If you feel uncomfortable or threatened by certain inappropriateness, you need to tell the individual involved. Most people want to speak up when they observe an inappropriate interaction, but one of the main reasons they don’t is because they don’t know what to say that will stop the behavior and also preserve the relationship. By telling the individual how you feel when he/she performs this inappropriate behavior you are asking them to take notice of their role.

In many instances, when we do speak up regarding inappropriate behavior, our emotions get the best of us. An emotional outburst can cause the offender to become defensive, to go into denial, and cause more damage to your working relationship. Simply describe the specific behavior that needs to be changed in an objective, rational manner. Be honest about your feelings.

You might suggest an alternative way of expressing an idea or showing support that you would find acceptable. Merely telling someone to stop doing something is not a solution. Rather discuss with them what options are available. Frequently the other person wants to change a situation, but doesn’t know what the options are.

When discussing your concerns about an incident, you ought to point out the benefits that would result in a change in their behavior. Give the individual an incentive to change by describing the positive effect on the person as well as office as a whole. Frequently offenders will be shocked, and they may prefer to act as if nothing has happened, behaving as if they didn’t get the message at all. Regardless of the immediate response, know that your message was probably heard, and then wait to see what the results are.

Simply name the behavior, state your feelings, give options, and describe the benefits of changing the behavior, and leave it at that. If the individual does change their behavior, give positive feedback as quickly as possible. Let them know that you appreciate that they have made a change, and that you enjoy working with them more. If that person doesn’t change their behavior, then you may need to consider other options, such as taking the matter to human resources. However, most people are more than willing to change, once they understand that it is important to you, and are aware of the new options available to them.

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