Hi,
In my point of view, it is not solely her personal matter when it begins to disturb other employees within the organization. Management should arrange a closed-room meeting with her and issue a warning that she needs to keep her personal affairs outside of the workplace. Otherwise, they will have to take action against her.
From Pakistan, Islamabad
In my point of view, it is not solely her personal matter when it begins to disturb other employees within the organization. Management should arrange a closed-room meeting with her and issue a warning that she needs to keep her personal affairs outside of the workplace. Otherwise, they will have to take action against her.
From Pakistan, Islamabad
Hello,
I think you should ask her directly because this is her personal matter. If it is under office premises, then you have to give a warning letter. I don't think you should tell her husband and kids because if you do, her life will be ruined. I think she should understand that she is doing something wrong. I feel that you should discuss this matter with her.
We want to remove corrupt people, not corrupted ones. At least you should try to act with humanity.
Thanks,
Zia
From India, Kochi
I think you should ask her directly because this is her personal matter. If it is under office premises, then you have to give a warning letter. I don't think you should tell her husband and kids because if you do, her life will be ruined. I think she should understand that she is doing something wrong. I feel that you should discuss this matter with her.
We want to remove corrupt people, not corrupted ones. At least you should try to act with humanity.
Thanks,
Zia
From India, Kochi
In my view management shuoldnot take any action because employees have right to leave his personal life ,but it shuold not effect in his proffessional life or work.
From India, Jamnagar
From India, Jamnagar
Hi Sari, from my point of view, I think we would be incorrect in judging her character. Tagging an individual as involved in an "extramarital" affair would tarnish the person's reputation. Having said that, is their behavior or their acts/deeds affecting their colleagues? Are they involved in "PDA"? If so, then probably you could take some action, which the organization should have a policy on 'workplace behavior and ethics'.
As Mangesh rightly addressed, how sure would you be that they are not having a platonic relationship? What if there is nothing really happening, and if you decide to counsel her, what repercussions would need to be borne? Albeit, if her performance is not a hindrance, and her character/behavior is not affecting any person, we should avoid interfering and moral policing. I would advocate being rational and practical.
From Australia, Southport
1As Mangesh rightly addressed, how sure would you be that they are not having a platonic relationship? What if there is nothing really happening, and if you decide to counsel her, what repercussions would need to be borne? Albeit, if her performance is not a hindrance, and her character/behavior is not affecting any person, we should avoid interfering and moral policing. I would advocate being rational and practical.
From Australia, Southport
Healthy discussion on this topic happens in the corporate world. Take action only if it affects an employee and the company's performance. Also, consider other individuals involved in this matter. It is better to counsel her and the other person individually. Thanks.
From India, Ahmadabad
From India, Ahmadabad
I am surprised at the question and more surprised at the responses. All employees are above the legal age of 18 or 21 and are free to live their lives the way they want. Concerns should be limited to company policy and adherence to it. This is a personal matter, and any effort to impose a certain culture in the organization is nothing short of fascism. How can 'controlling thoughts' of employees even cross your mind? This is a serious violation of the privacy of employees and should be corrected at the earliest!
From Kenya, Nairobi
From Kenya, Nairobi
Dear Sari,
I don't mean to offend you here, but I think you and the team need counseling.
If the employee is productive, why should their personal lives be bothered? By what you say and the action taken on the same, almost half the workforce will be under scrutiny in the country. I think HR should not get involved in the personal lives of the employee. Even if it affects their productivity in the office, the management is bound not to discuss their personal lives. However, if the office premises are used as a ground for their personal lives and productivity is not up to the mark, then take action.
The whole meaning and concept of culture is changing; no one can deny it. Things are not the same as in the old days.
Why are the team members fuming about their personal life? How is the environment polluted by it? Every company nowadays calculates employee productivity vs. per cubicle space allotted to them. How is it affected by this?
The team members should refresh their minds and concentrate on their work. Let's be professional and not personal towards work.
Sorry if any offense was meant, and I am open to correcting myself if I am wrong.
Regards,
Rajaram
I don't mean to offend you here, but I think you and the team need counseling.
If the employee is productive, why should their personal lives be bothered? By what you say and the action taken on the same, almost half the workforce will be under scrutiny in the country. I think HR should not get involved in the personal lives of the employee. Even if it affects their productivity in the office, the management is bound not to discuss their personal lives. However, if the office premises are used as a ground for their personal lives and productivity is not up to the mark, then take action.
The whole meaning and concept of culture is changing; no one can deny it. Things are not the same as in the old days.
Why are the team members fuming about their personal life? How is the environment polluted by it? Every company nowadays calculates employee productivity vs. per cubicle space allotted to them. How is it affected by this?
The team members should refresh their minds and concentrate on their work. Let's be professional and not personal towards work.
Sorry if any offense was meant, and I am open to correcting myself if I am wrong.
Regards,
Rajaram
Hi,
I don't think it is anybody's business to delve into someone's personal life. Secondly, can anyone prove such a thing in an organizational setup? No one is going to admit this. This remains a mere speculation, and such things keep happening.
What you need to ensure is that her performance is not getting hampered. Also, you need to ensure that she does not report to this guy, as a conflict of interest may arise, and that can cause more unrest amongst other employees. This is her personal life, and as long as she does not engage in behavior that can be perceived as indecent by others, she should be left on her own.
Regards,
Sonali
From India, Pune
I don't think it is anybody's business to delve into someone's personal life. Secondly, can anyone prove such a thing in an organizational setup? No one is going to admit this. This remains a mere speculation, and such things keep happening.
What you need to ensure is that her performance is not getting hampered. Also, you need to ensure that she does not report to this guy, as a conflict of interest may arise, and that can cause more unrest amongst other employees. This is her personal life, and as long as she does not engage in behavior that can be perceived as indecent by others, she should be left on her own.
Regards,
Sonali
From India, Pune
I think it is not appropriate to bring a personal affair of a person into corporate policy matters, as long as it does not interfere with productivity.
The affair of the employee may not be in line with the value system prevailing in society; however, one needs to realize that such matters are beyond the purview of the employers.
It is best not to do anything with the employee in this matter. If this is leading to other related problems, then this should be discussed with her and left at that. The employer has no right to educate or reprimand an employee on moral highs or lows.
From Kuwait, Kuwait
The affair of the employee may not be in line with the value system prevailing in society; however, one needs to realize that such matters are beyond the purview of the employers.
It is best not to do anything with the employee in this matter. If this is leading to other related problems, then this should be discussed with her and left at that. The employer has no right to educate or reprimand an employee on moral highs or lows.
From Kuwait, Kuwait
Hi Friends,
This situation may happen in any organization. Moreover, it is not uncommon to have affairs before marriage. We have seen that in such situations, most of the couples in affairs get married.
Concerning an employee's extramarital affair, it goes against the organization's discipline and may lead to negativity in the culture. Initially, her Head of Department (HOD) should be involved in a crucial meeting with all the HODs. This will ultimately convince the concerned HOD to take immediate steps, such as counseling the individuals involved in the affair and making them aware of the negative feelings employees have towards them. This will also instigate a sense of responsibility among all the HODs to take preventive actions in their departments to eradicate similar situations.
Personally, I feel that she may be persuaded about the negative impact on her personal life through regular counseling. Involving their family in this matter may worsen the situation.
It is a very delicate issue and must be handled very carefully. The image of the organization is also at stake.
Thanks,
Bhardwaj
From India, New Delhi
This situation may happen in any organization. Moreover, it is not uncommon to have affairs before marriage. We have seen that in such situations, most of the couples in affairs get married.
Concerning an employee's extramarital affair, it goes against the organization's discipline and may lead to negativity in the culture. Initially, her Head of Department (HOD) should be involved in a crucial meeting with all the HODs. This will ultimately convince the concerned HOD to take immediate steps, such as counseling the individuals involved in the affair and making them aware of the negative feelings employees have towards them. This will also instigate a sense of responsibility among all the HODs to take preventive actions in their departments to eradicate similar situations.
Personally, I feel that she may be persuaded about the negative impact on her personal life through regular counseling. Involving their family in this matter may worsen the situation.
It is a very delicate issue and must be handled very carefully. The image of the organization is also at stake.
Thanks,
Bhardwaj
From India, New Delhi
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