Affairs of the HeaRt
I was having a conversation about infidelity and adultery yesterday (as one does in one’s position don”t you know) and the conversation eventually progressed onto workplace affairs. The lady in question asked me what my take on this was and my instinctive reaction was BAD. As in not good……..as in wrong. I should point out at this stage that she doesn’t work with me…..so I don’t think it was a come-on…..although I have been known to be wrong and she is pretty hot…..
Anyway……. I’ve been blogging for a while now and I’ve seen this subject discussed any number of times. For those of you that have been hanging around here for a while I also talked about it with my “naughty boy”. But then I got to thinking, what if I’ve got this wrong? What if this is typical “HR behaviour”? What if the reasons that we are against this are,
a) We are uptight
b) We aren’t getting any
c) They haven’t completed the appropriate forms in duplicate and got them countersigned by their line manager
I mean, ok you can make an argument against infidelity per se. Sure there is a moral argument to be had there. But why is it ok to shag the vicar but not your co-worker? What if we have this completely the wrong way around? I’m thinking there are loads of benefits to encouraging a bit of the old horizontal monkey dance…….a little bone smugglin’ in the workplace?
There are of course improved opportunities for networking, the chance for cross departmental cooperation, there is a clear link with reduction in stress and an undeniable correlation with employee engagement. Not to mention continual personal development and the use of social media to share the……..”outputs”!
Plus….we in HR get to become the “Sex Police“, we get to create competency models, assess performance and design development programmes…..
I’m not asking you to talk about your own personal circumstances….that would be wrong. But what do you think? It’s got legs, right?