How To Handle Office Romance [3]

When in a workplace people grow bonds with their co-workers that go beyond just friendly ‘lunch’ meetings. They grow in-depth relationships that deepen into romance. A place where people share a common interest, and spend most of their time, provides the perfect opportunity for love. While love can make one do crazy things, it is important to keep a clear mind and realize the pros and cons to developing a relationship with a co-worker.

An added complication is that one or both partners involved in an office romance may be married or in a relationship outside of the workplace. Co-workers aware of an adulterous workplace relationship may become uncomfortable, viewing themselves as party to the deceit.

Nevertheless, here are more tips of how to stay professional while handling office romance.

7. Check your employer’s policies

Some companies have policies about romances between employees, so read up on them in your employee handbook. Doing so could save your job.

Most companies acknowledge that relationships between colleagues can occur and provide guidelines for what’s acceptable. Guidelines may include requiring professional behavior at all times, for example.

Some companies may require employees to sign “love contracts” to establish in writing that the relationship is consensual and entered into voluntarily, and that they will refrain from retaliation if it ends, the contract may also lay out expectations of appropriate and inappropriate conduct.

8. Avoid the perception of impropriety

While dating a supervisor or a subordinate should be discouraged, it could happen.  When a workplace romance involves people with two different levels of power, people may come to believe something improper is going on — even if it’s not.

For example, such a relationship can lead to claims of favoritism by other employees if the boss or senior employee provides preferred work assignments to his or her partner. And, if the relationship ends, one of the employees may claim the relationship was not consensual, that there was sexual harassment, or that a poor performance review is the result of retaliation.

9. Consider leaving

If the relationship does get serious, one member should consider a new position outside the company.