Knowing when to talk
It’s important to note that an “annoying” co-worker is much different than a co-worker who harasses or harms you in any way. If his or her behavior is damaging, a manager or human resources will need to be told.
METRO
Updated 20:55, October the 18th, 2009
Be a tattletale with talent
But just what is the etiquette on tattling on a co-worker? According to Lynn Taylor, workplace expert and author of the new book “Tame Your Terrible Office Tyrant (TOT),” you need to be up front but also aware of how delicate of a situation it is.
“‘Tattling’ — giving up on speaking openly and honestly with a co-worker, and instead telling a superior — should not be your first choice,” she instructs. “In a conflict, you should begin by dealing directly with the source.”
If your workplace situation has escalated to the point where direct contact is not an option, Taylor suggests going to your boss before approaching human resources. “Your direct boss is more involved and closer to the situation, and may even be offended if you skip over him or her in asking for help.”
But Taylor points out that getting a manager involved should not be used as a method of avoiding face-to-face confrontation. “The boss will most likely speak with the other person after, and then all three of you will sit down together. Everyone should eventually come together.”
3 reasons to talk
There are times when talking to your HR manager is not tattling, but absolutely necessary.
1 If the behavior of a co-worker is seriously preventing you from getting your job done, it’s time to
seek help.
2 If an employee is abusing his or her position of power, or acting unlawfully.
3 If you can demonstrate that a co-worker has caused a problem that is spreading through the company and hurting productivity. If the consequences of a co-worker’s behavior have begun affecting the entire company, this may actually make reporting the problem significantly easier, as many will likely have noticed.
METRO/KA