In my last article I wrote about creating success habits that will help advance your career. Interestingly, I received feedback from readers about habits co-workers engage in that are very annoying. As Canadians, we are polite and do not always bring it to the attention of those individuals. Here are some thoughts on how to deal with it.
It was reported in a new survey of 800 U.K.-based workers by Instaprint just how much small workplace annoyances can affect the productivity of others.
In the survey, workers were asked to rank office habits based on which are most annoying. The top five listed were:
- Poor personal hygiene
- Eating smelly food in the office
- Taking frequent smoking breaks
- Constant whistling
- Being late
Many of the respondents (58 per cent) said they were frustrated by these and that it ultimately effected their performance: one-third of workers saying it negatively impacted their productivity.
So, what can you do about it?
First, assume that the individual doesn't know they are offending you and others around the office. This will help you treat the individual with care and compassion.
Then, consider how you should approach the conversation. Think about what you have specifically observed and offer an acceptable solution. Consider ahead of time when and where you should have this conversation, and make sure it happens in a neutral, but private area. It would be best if it is not in your office.
Now you need to have that tough conversation. Start by being honest and saying: "This is uncomfortable for me, but I only want to help you.” Then be clear about what you expect. "I rely on people to be here on time every day".
Next, provide specific feedback using "I" statements. For example, "I noticed that you have often been 15 to 20 minutes late arriving at work". Avoid generalities such as "You're always late!" That will only motivate the individual to argue with you.
Let them know specifically the impact their behaviour is having on others in the office. "By waiting for you to arrive, the meeting starts late and that causes the rest of us to run late for the rest of the day."
Even admit that perhaps you are partly to blame for the situation by saying: "I should have brought this up before, but I kept hoping it would resolve itself. But it hasn't." Then, discuss how you could resolve the situation together. Perhaps ask: "What will it take for you to get to work on time every day?” Or, “What can I do to help?”
Come to an agreement on what the offender will do and ask what you can do to support them. Be sure to discuss consequences, stating specifically what will happen if it occurs again (which is likely since habits take time to change).
Finally, recap the discussion and end on a positive note with a commitment and articulate what each of you will do next. Be sure to check in periodically and don't forget to hold up your part of the bargain!
My question for managers: How will you deal with unacceptable, chronic behaviour in the workplace?
Joseph Sherren is an international business transformation specialist. For more information, check out his website at gatewayleadership.com.