The Workplace Coach

I have received a complaint from one of my staff about one of their colleagues who has, let’s just say, been misbehaving out of hours. Now the team are all pretty close and they tend to socialise together quite a bit in small groups. The problem is that this particular employee has apparently been drinking excessively when they go out together in a group, and on more than one occasion he’s behaved inappropriately towards several female members of staff. This behaviour is now impacting the relationships at work given that some of the female staff no longer want to be rostered on with him.  What should I do about this? What can I do about this given that the alleged behaviours occurred out of hours and off the work site?

Handling situations like this can be tricky, but it’s crucial to address them for the well-being of your team. Dealing with out-of-hours behaviour would normally not be something that an employer would get involved unless it is impacting the business. Impacts might be reputational, or they might affect relationships with clients or other employees. Its sounds like the behaviour of this employee when he gets drunk outside of work is definitely affecting the team dynamic at work. You really need to address this before it escalates any further.

Here’s a possible game plan:

1. Get the Lowdown: Talk to the person who filed the complaint and anyone else who might know what’s going on. It’s important to get the full picture before taking any action.
2. Take Notes: Document everything – details of the incidents, who was involved, dates, and times. Having a record will be useful if you need to escalate the issue.
3. Check Your Policies: Take a look at your company’s policies. Some places will have a Code of Conduct which can include rules about off-duty conduct, especially if it affects the workplace. It’s good to know what ground you’re standing on.
4. Have a Heart-to-Heart: Sit down with the person accused of the behaviour. Be calm, professional, and ask them to share their side of the story. Sometimes, there might be more to it than meets the eye. Does he accept that his behaviour has been inappropriate?
5. Think About Disciplinary Action: If it turns out there’s a real issue, consider what kind of action is appropriate. He might even offer to apologise to the team. If he doesn’t get there on his own, you might need to think about a formal warning or something more serious, depending on the situation.
6. Suggest Some Training: If they’re open to it, some training on workplace behaviours or self awareness might be beneficial. It’s a chance for them to learn and grow from the experience.
7. Keep the Team in the Loop: Communicate with the team about what’s going on. Let them know you’re taking the complaint seriously and trying to sort things out. It’s about maintaining a healthy work environment.
8. Keep an Eye Out: Monitor the situation to make sure the behaviour stops. Also, watch out for any potential backlash against the person who filed the complaint.
9. Legal Check: If things are getting serious, it might be a good idea to chat with legal experts to make sure you’re on solid ground.
10. Encourage Open Communication: Remind everyone that it’s okay to report inappropriate behaviour and that their concerns will be taken seriously.

Remember, these situations are never simple or easy but addressing them head-on is the best way to keep your team happy and healthy. If you need some help dealing with a people management situation just give us a call at The Workplace Coach. Good luck!