This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
The little things that happen at work—like the employee who stores open containers of cat food in the office refrigerator—can drive employees crazy. That’s why HR professionals must be equipped to manage a vast, constantly changing universe of scenarios, ranging from the bizarre to the mundane.
According to postings on the Society for Human Resource Management’s HR Talk bulletin board, HR professionals were dealing with a number of mini-dramas in mid-2010, such as employees who:
Experts say communal areas, such as the office break room or copy room, create ample opportunities for annoying behavior.
Forty-four percent of 432 U.S.-based office workers surveyed by the staffing company OfficeTeam in July 2010 said that leaving a mess for others to clean up tops the list of annoying break room behavior. Stealing a co-worker’s food came in second, at 19 percent, followed by leaving spoiled items in the refrigerator, at 18 percent.
“Many people believe their actions in the break room go unnoticed, but subtle behaviors can send a message about an individual’s consideration for others,” said OfficeTeam executive director Robert Hosking. “Leaving messes in a common area will have colleagues wondering whether you’re just as careless in other aspects of the job.”
Yet there are plenty of things, in and out of the break room, that employees do that get on other people’s nerves, he said, such as:
“I've had to ask men not to pee on the toilet seat in a shared bathroom,” said Donna Flagg, author of
Surviving Dreaded Conversations (McGraw-Hill, 2009) and founder of The Krysalis Group, an HR and management consultancy, who has tackled many other such situations such as employees with bad breath, those who wear inappropriate attire and even one employee who washed his clothes at work after having been told he had a body odor problem.
“Many workplace annoyances can be trivial, but they should be addressed before they become major disturbances to others,” Hosking told
“Employees who display rude behaviors may be perceived by their colleagues as inconsiderate or unprofessional, and this could damage their relationships with co-workers,” Hosking noted. And, because most people spend more time with their colleagues than anyone else, he said, it’s important to keep such relationships positive.
Hosking said HR professionals can take a number of steps to anticipate and address problematic behaviors, such as:
“If an HR professional feels that an employee is displaying poor workplace behavior, he or she should take the individual aside to discuss the matter and offer specific tips for improving the situation,” Hosking added. “Rather than dwelling on the other person’s habits and traits, articulate your needs and identify any problematic aspects of their behavior. Talk about what could be accomplished if things were different.”
“Inappropriate behaviors should be dealt with immediately (or as soon as possible) and consistently,” said Terry E. Henley, CCP, SPHR, director of compensation services for the Employers Resource Association. “The road to failure is littered with management reaction to infractions that either is inconsistent or nonexistent.”
Flagg agreed, and said that HR professionals need to confront employees at times like these, state the problem and make it clear that the behavior needs to stop. “We tend to make these conversations so much harder and more complicated than they need to be,” she told
SHRM Online. “Just dive in and don’t be afraid. … Don’t read into it or let your emotions get involved.”
Rebecca R. Hastings, SPHR, is an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Annual Conference & Exposition
SHRM’s HR Vendor Directory contains over 10,000 companies