The love of office is much more common than you can imagine. 24% of employees have experienced some romance at work and 43% of HR professionals had to manage a situation like this in your company according to the study Workplace Romance of Society for Human Resource Management. And despite everything, only 42% of multinationals have some kind of strategy regarding love relationships within the company a percentage that even approach the SME .
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Fortunately or unfortunately the trend is changing and more and more companies do have a defined policy regarding workplace romances. The first thing experts recommend is not to prohibit personal relationships between employees , but monitor them and establish protocols for action. What they do have clear most employers is that not all relationships are possible. The three most penalized are:
- Between a boss and his subordinate
- Between two employees who report to the same boss
- Between two employees of different scales
The reasons to oppose or at least take action in the first two cases are obvious: would soon emerge rumors favored treatment that could disturb the atmosphere in the office or on agreements between partners to cover each other. In addition, if the relationship does not came to fruition, the consequences could be disastrous for the company.
And if it was more efficient to randomly promotions that merit?
The Solomonic solution is usually a change of department of one of those involved. If this is not possible, most opt for a letter or a chat with employees to draw a set of rules of conduct. What can you ask two lovers employees and maintain a relationship? Professionalism and discretion.
For one thing must be made clear that some degree of professionalism, so that the fact of living a romance in the office does not alter the relationships or the work environment is expected. In this line you can ask discretion with respect to the samples of love. Effective limit samples in public or overprotective actions towards the couple are examples.