All of us at some time or another have either heard, seen or been a recipient of inappropriate behavior in the workplace. It could include items such as gossip, harsh language, crude jokes, stifled discussion, verbal abuse, or anything that makes you or others feel uncomfortable. How do we handle various situations? Is it one size fits all? Should we do nothing at all?

Some situations can be handled just one on one while the others should include the manager while more serious issues should be handled by Human Resources. An example of handling situations one on one are perhaps handling a difficult customer and perhaps the employee snapped at the customer. Should the manager always be involved? It depends. If it involved inappropropriate language such as profanity, a manager should be involved. If it was an employee just raised their voice at a customer, then perhaps just one on one feedback is appropriate. Of course, each organization has their own standards of conduct. What should we do if someone hurt our feelings? It depends. If verbal abuse, profanity or other misconduct occurred, we should always advise our manager. If someone provided constructive feedback that stung a bit and hurt your feelings, that probably would just require processing the information on your own. If an employee is not sure how to handle a situation, it’s best to advise a manager or other trusted employee for input.

When to advise the manager and HR

Each company has their own standards of conduct, however there are some situations that warrant notifying others regardless of the company. These behaviors include bullying coworkers or subordinates, verbal abuse, inappropriate touching, explosive outbursts, etc. Egregious behaviors and actions ALWAYS warrant notifying others. If a manager is advised of the situation, it’s imperative it be addressed as soon as possible. If HR needs to be involved, ensure it’s done as soon as possible. Never allow situations to escalate and address quickly and completely. The goal is for everyone employee to feel safe, respected and heard.

How to handle situations when we are an observer

There are times when we overhear or see something that is inappropriate. Should we do something even if it was not directed as us? YES!! If nothing is done, then this leads to the behavior becoming acceptable and WE become part of the problem. If warranted, address the person directly but if it warrants a manager or HR involvement, it’s important to do so. If we do not advise others of inappropriate behavior, then that person may also be reprimanded.

What happens if we receive an inappropriate email such as a joke or crude language? Do not respond and partake in further discussions. This can definitely lead to ramifications even if the employee did not send the original email. Even if you are not offended or bothered, you do not know if someone else saw the email and was offended. It’s best to ensure coworkers do not send anything inappropriate to you via email by advising the originator to not send any further emails. Usually companies monitor emails and can be retrieved at any time.

What should we do if are in a group setting and people are gossiping? Don’t participate in the discussion and steer the discussion in another direction. Do not become part of the problem but rather the solution. Gossip or other negative conversation is extremely destructive to a team and organization so it’s best to provide solutions to problems or issues. Most of us want to fit into the group and not participating in gossip or other negative discussions takes courage.

Culture of Trust

When we witness inappropriate behavior, it must be addressed. If we do not address, then it becomes acceptable behavior that will continue. In order to build a culture of trust, everyone must feel safe in their workplace and free of misconduct. When we do see, hear, or witness something that makes us feel uncomfortable, it’s up to every employee to address it in order to correct it and build the strong culture.

In summary, different situations require different handling. Some situations can be handled one on one while others must involve a manager and/or HR. If we want to build a strong workplace culture, it’s up to every employee to address ALL inappropriate behavior and not ignore it. When we ignore, we become part of the problem and the behavior becomes acceptable. Once we address, the behavior will change and future incidences will diminish. Does it take courage to address these situations? YES!! Having courage and doing the right thing will always lead to strong workplace cultures!