hr, human resource, fmla, cobra, workers comp, hr management, compensation, hipaa, hippa, diversity, hr training, human resource training, compliance, seminars, online training, webinars, webcasts, audio conferences

Employee's Poor Personal Hygiene


Employee's Poor Personal Hygiene

By Alexander Hamilton Institute
Alexander Hamilton Institute

Telling a person they have bad breath or body odor is difficult to do. Just having to tell them at all is difficult enough. That's why so many managers toss this employee problem HR's way. You need to toss it back to the managers and make them responsible for handling their own employee problems.

Anyone who lands in this difficult situation can use these best practices to address an employee's personal hygiene problem tactfully and effectively, and minimize the employee's embarrassment.

Quietly and discreetly call the employee away from his/her workstation because if co-workers complained about the hygiene problem, they'll know exactly why you're pulling the employee into the meeting.

Hold the meeting before the employee goes home for the day because there's no sense in telling him/her first thing in the morning, causing him/her to feel self conscious all day, especially if the employee can't go home to shower and change clothes, for example.

Think about how you would want to be told about this problem. Role-play with a colleague or supervisor to practice.

Empathize. Acknowledge that you understand this is difficult for the employee to hear, but you would be neglecting your duties as a manager to ignore it.

Stick to the topic of work. Tell the employee about the negative effects on the work environment (e.g., lack of teamwork because co-workers avoid him/her). Don't try to guess why the employee has this problem.

Don't give off the scent that the employee is guilty of wrongdoing or this is a disciplinary session. But be clear that the employee needs to take care of the problem.

Give the employee a chance to respond, if he/she wants to. The employee may tell you the odor is a result of a medical, cultural, or religious issue. Showing you're willing to help is better than standing ground on a "change, or else" demand. Suggest that the employee visit a doctor or dentist, if they tell you that they already practice good hygiene habits. But if the employee denies there's a problem at all, you may have to get him/her to face facts, for example, by telling the employee that co-workers spray air freshener after he/she comes around.

Set goals, a timeline, and consequences for not reaching those goals. You may require the employee to show immediate improvement, but a better tactic is to expect the employee to show he/she is taking steps toward improvement, such as by making a doctor's appointment. Follow through with the consequences if the employee fails to improve.

Recognize that the employee might be embarrassed or upset, and end the conversation abruptly. If that does happen, just follow up with the employee in a few days to check whether he/she got the message and has taken steps toward improvement.

A manager's job is difficult enough without these disruptive situations - an employee's poor hygiene, resistance to change, or tardiness, among others - cropping up on a daily basis. More often than not, managers dodge or mismanage these situations because they are uncomfortable to handle. And sometimes they end up in your lap, as if they're any less difficult for you to handle.



Training For This Topic:


Feature Items
Documentation For HR's Critical Paper Trail: From Hire - To - Fire - Or Retire
Documentation For HR's Critical Paper Trail: From Hire - To - Fire - Or Retire
Get Organized With Microsoft Outlook
Get Organized With Microsoft Outlook
Open Enrollment: How To Increase Your Success & Reduce Your Stress
Open Enrollment: How To Increase Your Success & Reduce Your Stress
How To Conduct A Bullying Investigation
How To Conduct A Bullying Investigation
Resident And Non-Resident Alien Payroll Compliance Tips
Resident And Non-Resident Alien Payroll Compliance Tips
Top Ten Trends For Background Checks in 2014
Top Ten Trends For Background Checks in 2014
Discipline & Documentation Fundamentals For Managers And Supervisors
Discipline & Documentation Fundamentals For Managers And Supervisors
How To Determine What Is A Reasonable Accomodation
How To Determine What Is A Reasonable Accomodation
ADA: How To Conduct A Reasonable Accommodation Discussion
ADA: How To Conduct A Reasonable Accommodation Discussion
ADA Academy
ADA Academy
Internal Investigations Certificate Program
Internal Investigations Certificate Program
Payroll Benchmarking And Metrics
Payroll Benchmarking And Metrics
How To Improve HR's Credibility
How To Improve HR's Credibility
How To Drive HR Strategy
How To Drive HR Strategy
Certificate Program For HR Generalists
Certificate Program For HR Generalists
Rules And Requirements For Employee Expense Reimbursements
Rules And Requirements For Employee Expense Reimbursements
Licensing/Designations
HR Certification Programs PHR/SPHR Re-Certification Six Sigma Certifications
OSHA Training Classes ISO Certifications  
Professional Development
ADA HR Compliance Training Quality Management Training
Accounting, Budgeting, and Financials Training HR Generalist Training Quality Improvement Training Courses
Affirmative Action Training / EEO Training HR Job Descriptions / Employee Handbooks QuickBooks Training
Background Check Training HR Management Training Courses Recordkeeping & Document Retention Requirements
Business Writing and Grammar Skills Training Courses HR Records Management Recruiting Training
Cafeteria Plans HR Training Retirement Plan Training
Change Management HR Personnel Forms Retirement Plans Webcast
COBRA HR Workshops Sales Training Courses
COBRA Administration Training Human Resources Certifications Safety Training Videos, Manuals, & More!
COBRA Certification Training Human Resources Policies Six Sigma Training Courses
COBRA Employment Requirements Human Resources Management Social Media Marketing Strategies
Compensation Human Resource Management Issues Strategic Thinking/Planning
Compliance Manuals And ADA Websites I-9 Training Time Management Training
Compliance Review Seminars Interpersonal Skills Training Seminars For ADA Requirements
Construction Safety Training Internal Investigations Training Programs Training For Section 125/Cafeteria Plan
DiSC Assessments & Training Courses Job Descriptions Training For HR Laws And Regulations
Disability/Leave Management Labor Law Training Training At Workers Compensation Seminars
Employee Handbooks Labor Law Posters / Safety Posters Training Courses For HIPAA Certification
Employment Law Seminars Lab Safety Training PowerPoint Training
Employment Law Training Leadership Workers' Compensation
Excel Training Legal / Compliance Workers Compensation Claims
FaceBook Training: Creation, Marketing, And Maintenance Lean Six Sigma Training Workers Compensation Webinars
Fleet Safety Training Lockout Tagout Training Workers' Compensation Training
FLSA / Wage & Hour MicroSoft Word Training Workforce Training
FMLA Onboarding Training / Onboarding Programs WorkPlace Safety Training
FMLA Training Webinars Training For New Managers And Supervisors Workplace Signs And Posters
General HR Training OSHA Training Web Based HIPAA Training Online
HazMat Training OSHA Courses For Compliance Training Reinstate COBRA Insurance Coverage
HazWoper Safety Training Payroll Training Retirement Plan Administration
Healthcare Compliance Training Payroll Certification Programs Webinar For COBRA Administration
HIPAA Professional Training For Retirement Plans Professionals For Brokers/Agents
HIPAA Compliance Training Rules Project Management Training Syndicated Content
HIPAA Training Seminars PTO Bank Training  
HR Compliance Courses Public Sector  

Google+ width=Facebook