How to Address Inappropriate Work Behavior
Inappropriate behavior in the workplace can consist of sexual harassment, bullying, physical abuse and angry outbursts. Inappropriate behavior causes unhappy employees and a dangerous work environment. As an employee, it can be difficult to address and fix inappropriate behavior, particularly if management does not step in and solve the problem. As a manager, you have the power not only to stop inappropriate behavior but to send a message to all employees that you have a zero-tolerance policy for such behavior.
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Instructions
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As an Employee
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1
Document all cases of inappropriate behavior. Include exactly how and when the events transpired. If you're the victim, write down the offender's name.
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2
Talk to the offender. Tell him which actions you believe are inappropriate, and ask him to stop. If he brushes the actions off as a joke or ignores you, inform him that you will go to management if the behavior doesn't stop.
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3
Tell your head manager about the problem. Inform the manager of all actions you believe to be inappropriate and the name of the person responsible for the actions.
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4
Meet with the head manager if the problem occurs again. If that doesn't work, go to the district manager; continue climbing the corporate ladder until the problem is remedied.
As a Manager
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5
Record each instance of inappropriate behavior. Write down the names of both the offender and the victim.
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6
Talk to the victim and ask if she considers the behavior to be playful or inappropriate. As a manager, you could misconstrue inappropriate behavior for playful, joking behavior.
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7
Talk to the offending person in private, even if the behavior was in jest. If the victim considered the behavior inappropriate, ask the offender to tell his side of the story. If you witnessed the behavior with your own eyes or there were witnesses and the victim considered it inappropriate, suspend the offender from work without pay for at least three days. If you did not see the behavior with your own eyes and there are no witnesses, give the offender a verbal warning and keep a close watch from now on.
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8
Dismiss the offender if she offends again. By quickly firing anyone who blatantly disregards the behavioral rules, you set a standard in the workplace.
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Tips & Warnings
Do not suspend or dismiss the offender if you did not see the inappropriate behavior with your own eyes and there were no witnesses. You must have some proof that the behavior occurred; otherwise, you're unfairly taking one employee's word over another's.
If the behavior was a joke or playful activity between employees, ask those involved to avoid behaving that way at work. There's no need for disciplinary action, but inappropriate behavior in jest is still inappropriate at the workplace.
