At work, I have noticed that my CEO occasionally spends time with female employees outside of the office. These meetings rarely involve male employees. It has been said that alcohol is often involved and some of the meetings even take place at the CEO’s home. After talking with other employees, we are concerned about workplace dynamics, the reputation of the organization, and professionalism. Some have said HR is already involved, but many of us feel we should report it anyway. How should I address my concerns without overstepping any boundaries?
Thanks,
Anonymous
Blake Johnson
Blake’s Take
Dear Anonymous,
Thank you for writing in and sharing your concern. Inappropriate behavior in the workplace can be a complicated issue. When confronted, individual livelihoods may be at stake. When ignored, an entire office can suffer in its wake. Circumstances like this are the reason companies have a Department of Human Resources (HR). Problem behaviors must be handled delicately and professionally to minimize disruptions to the business. After all, the goal at work is to maximize progress and ensure a prosperous future for the entire company.
After reading your comments, I feel like you should ask yourself two questions: Does the CEO’s behavior disrupt business? Does the CEO’s behavior negatively impact you or your performance? If the answer is no to both questions, I recommend keeping to yourself and avoiding the situation entirely. Sometimes harmless behavior gets pumped up by gossip and workplace jealousy. Innocent people can easily get caught up in the drama and no good usually ever comes out of it. The last thing you want to do is draw negative attention to yourself, especially when the CEO is the one being called out.
If the answer to the first question is yes and the behavior does disrupt business, then you have a valid reason to make a report. You wouldn’t want the actions of one to leave a stain on the entire company. That’s not fair to you or any other employee. If the answer to the second question is yes and the CEO’s activities are directly affecting you and your duties, then you need to make a report. Keeping the source of discomfort and inadequacy to yourself only intensifies the problem. You could become an innocent target just by the way you react to these behaviors. Why should you be uncomfortable or less proficient at work because of someone else? Human Resources is in place to protect employees from these circumstances.
Before you report to HR, make sure you are not reading too much into the situation. Make sure you are 100 percent certain the behaviors are inappropriate and disruptive before making any accusations. If you decide to continue, remember to be professional and only include the disruptive activities you observed firsthand. If you are not sure that the CEO meets with women more than men, have not seen inappropriate alcohol use, or have not witnessed inappropriate meetings in the CEO’s home, then leave those details out. When you stick to facts and personally observed issues, you maintain the image of a concerned employee. If you choose to include rumors and gossip, you may come across as a busybody.
I hope breaking it down this way makes it easier for you to address your concerns. Take some time to consider all the consequences. I feel like when you tune out the hearsay and trust your own observations, the answer to your questions will become crystal clear.
Good luck,
