When companies have strict regulations against personal relationships, it can deter employees, but not completely dissuade them. As a result, we will have people going to inordinate lengths to be secretive about their relationships, causing far more distractions than if they did not have to hide...
Relationship@Work
If talent management & engagement is interweaved with initiatives to sensitize people on values, ethics and code of conduct and policies, we can breathe a sigh of relief!
It is very difficult for HR & the organisation to keep themselves away from treating this as a purely personal matter as it is bound to impact colleagues around the two involved in this kind of a relationship.
Let us look at relevant policies as to how best to modify them and protect the interests and natural rights of employees and the long-term interest of the Organisation. The very approach an organisation wish to take towards office romance cannot be restrictive.
It's important to recognize that relationships at work should always be one of consent and respect. Employees should never feel pressured on romantic relationships at work, and unwanted advances or harassment should never be tolerated.
What leaders can do is sensitise and counsel employees on how romance at work could potentially impact a team, and how to avoid such situations. Beyond that, as leaders, we must trust our people to be responsible, accountable citizens at work.
A right balance between freedom and restriction needs to be designed so that everyone behaves in a manner which is aligned to companies culture.
