Hi All,

I am very confused over the issue of affairs in the organization.Till we have not observered any negative effect of this on the working of the efficiency of the concerned departments and overall performance of the employees. But in near future can this kind of culture hemper the climate and image of the organization. I also want to know if we as HR Personnels dont want this in the organization, then in that case where should we start from and how ? Is it legal to warn the responsible employees to stop this and keep this very personal issue outside the organization.What is the right approach in this matter so that without hurting the personal feelings of the employees this can be stopped.

Your valuable guidance will help me a lot.

Looking forward.

Regards,

Menaka

Hi Menaka,

Have you heard of an intra-matrimonial site in one of the IT companies.The IT company I am talking about is is one of the most renowned companies in the world.They beleive that if employees tie a knot within the organisation then its good for the organisation as the couple understand each others problems better and also can handle their work related issues better.

Office romance is a very in-thing these days but since excess of anything is bad ,we HR professionals should see that it doesnt affect the office decorum.

Warm Regards
narayan

As long as it hasnt affected the efficiency and performance, i dont think there is any need to warn the employees as its their persoanl affairs and we dont wanna intrude in employees' private life...However, if their behaviour affects the organisation and the morale of the other employees, you can call them in person and explain to maintain modesty..

Regards,

Pooja Sharma

According to me any trial to stop or even reduce affairs in office will have a repurcussive effect if it is openly evident to the employees. People who dont care for their parents, why do they care for HR proffessionals like us. People should perceive HRs as their friends and not as detectives, mentors and not as one who always monitors.

The only way to win this kind of a situation is to just be close to them as friends and make them aware that the affair that they have should in no way be a matter of hurdle for their efficency and at the same time it should not prove to be a matter of time pass discussion for other employees.Having an affair should not matter much as long as there is no downfall in their productivity. Further comments will be appreciated.

I have been following the chain of thoughts that have accompanied your query.

This is not a new facet of working life. I have encountered this 30 years ago when I started my professional career.

The way I would see it is to examine the issue from the context of the value systems that an organisation wants to work with, the culture it wants to inculcate, and the behaviours that it wants to encourage.

From an HR perspective I would rather look to helping the organisation leadership defining those behaviours and looking at the culture of the organisation and then ensure it gets communicated and understood well by all the employees.

Best Wishes,

Raghu