Does Your Employee Stink?: Tackle Tough Topics at Work

I read an article recently that talked about dealing with sensitive workplace subjects such as an employee with body odor. The article basically said don't make the odoriferous person feel bad, don't say anything to them, and buy an air freshener. That's more of an avoidance than a strategy. I give my clients very different advice when I coach and train.   

There has been lots of research on this subject and thought leaders have identified what works and what doesn't when it comes to tacking tough topics. I also know what works from personal experience. As a manager, I had to speak to employees with issues like body odor/strong cologne, inappropriate dress, body piercings and tattoos (which they didn't have when they were hired) and more.  

First of all, if you are the manager of the team, it is your obligation to address issues that make the team less effective and keep them from maintaining peak performance.

Here's the formula for tackling tough topics at work:

1.  Talk about what has been noticed sometimes by some people: "Some customers, some team members, or some students have noticed a strong odor that you bring with you into the workplace sometimes."  Mentioning some people and sometimes makes the introduction of the conversation much more palatable.  Absolutes don't usually go over as well; so, avoid saying "always" and "never." 

2.  Describe the impact the issue is having on the workplace. "It deters some customers from coming into your department. “  Or, "it makes it difficult for people to approach you."   Or say “ this issue is sometimes distracting people from focusing on their work."   

3.  Talk about your motivation for addressing it:  "When there is anything in the workplace that makes people uncomfortable or could potentially interrupt our workflow, I have an obligation to address it".  

4.  Be aware of cultural differences but don't make assumptions.  A person may have cultural reasons why they don't use soap or deodorant. They might have certain skin conditions that prevent use of certain products. As you're addressing the issue, though, you don't need to mention any of those things.  Just listen and show empathy if the other person brings it up.  Don't tell them how to resolve the issue.  You don't need to say "you need to start bathing more often" or "you need better deodorant".  Instead, say something like "I'm hoping this is an issue you will be able to address quickly." 

5.  Acknowledge the difficulty of the situation and give your team member a chance to speak their peace. Nobody wants to be told that they stink or that anything about them is offensive to others. So be prepared for a defensive reaction.  Give them a couple of minutes to explain, deny, or retort. It's okay. Then acknowledge how difficult the situation is for both of you. Acknowledge that this is not a conversation that either party wants to have and you would rather not have to say it.  

What are your most difficult subjects to tackle in the workplace?  Someone who's rude, talks too loud on the phone, smells like smoke when they come back from their break? Whatever it is, there is a proven process for resolving it.