Romance in the workplace has long been a challenge for employers. Personal and romantic relationships often develop between employees, at times impacting work relationships and performance. Employers can effectively manage potential issues by establishing and communicating expectations up front regarding professional workplace conduct.
Relationships are not static and employers have limited control over personal relationships that form between employees. As a result, many organizations choose not to have policies restricting coworkers engaged in a romantic relationship from working together. They rather choose to outline what is expected when a relationship takes shape. (This is often different from employees in a direct reporting relationship, which is generally not permitted.)
According to a 2011 survey by Careerbuilder, “nearly one-in-five workers have dated co-workers at least twice during their career.” Rosemary Haefner, VP of Human Resources at Careerbuilder, adds:
“Workplace relationships no longer carry the stigma they once did, as 65 percent of workers said they aren’t keeping their romance a secret. However, it is the responsibility of the individuals to understand company policy … Especially in this economy, workers are spending more time in the office and the lines between working and socializing are being crossed. Workers need to keep it professional under all circumstances.”
Relationships are bound to happen, and it is up to the employer to establish expectations for how dating employees can remain in their relationships and at the same time still contribute to the success of the organization.
The employment of involved individuals working in the same area of an organization can cause conflict. Employee morale can suffer, especially is favoritism is exhibited. In addition, personal conflicts from home can carry over into the day-to-day working relationships. The effect on business can be felt throughout the organization.
What should we include in our policy?
A well-drafted policy will outline for your employees the rules and guidelines in your company around this issue. It will give your leaders and managers a way to cope with the intricacies created by romantic relationships at work. In 2006, a study conducted by the Society of Human Resource Management (SHRM) found that 72% of companies did not have written policies addressing workplace romance.
The following are important pieces to include in a policy about workplace romance:
- Definition of a dating relationship
- Who the policy applies to
- Details about supervisor/subordinate relationships – generally not permitted
- Expectations for when a dating relationships is established
- Who is responsible for reporting it?
- Within what time-frame must it be reported?
- What are next steps for the employees?
- Statements about how other employees are impacted by relationships at work (public displays of affection, concerns of favoritism, etc.)
Train your managers
Train leaders on how to enforce the policy and how to address interpersonal relationships. This is key to maintaining the impact that these relationships can have on morale and business. Supervisors should know how to address public displays of affection, obvious altercations, personal arguments in the workplace, other inappropriate behavior, and how to manage each employee’s confidentiality. With help from HR and leaders in the organization, the workplace can be a place where employees feel supported and business needs are met.
For more information about handling romance in your workplace, please contact your Xenium HR Business Partner or Account Representative.
(Editorial Note: Post Updated on 8/23/12)