No Offense, But You Smell: An Odious Job for HR Professionals is Confronting Employees About Body Odor, HR.BLR.com Poll Finds

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A recent online poll at HR.BLR.com found that itÂ?s usually the human resource professional who gets stuck with the uncomfortable task.of telling a co-worker that he or she has offensive body odor. Three out of four HR managers responded yes to the question: Â?Have you ever had to confront an employee about body odor?Â? .

Telling a co-worker that he or she has offensive body odor is not a pleasant job for anyone – but as the guardians of all things having to do with people, it’s usually the human resource professional who gets stuck with this uncomfortable task.

HR.BLR.com (“State HR Answers and Tools Online”) asked human resource managers in an online poll: “Have you ever had to confront an employee about body odor?” Of the 633 participants, 74 percent said yes; 26 percent said no. The poll was conducted March 24-31.

“When our subscribers pose HR policy questions to us, it’s striking how often they ask for guidance on how to deal with this issue,” said HR.BLR.com Managing Web Editor Kevin Flood. “They need to address something that’s disrupting the workplace, but they also want to do it with a minimum of embarrassment – to themselves, and to the employee.”

While there is no “rulebook” for confronting an odorous employee, HR.BLR.com offers these tips to employers:

·    You must talk to the employee – not leave an anonymous note or a can of deodorant on his desk. Just hold the conversation privately, discreetly, and with as much sensitivity as possible.

·    Realize that diet or a medical condition might be responsible for the problem. You might suggest, therefore, that the employee visit a doctor. You might also bring the company nurse into the conversation, if you have one.

·    Stress that this isn’t merely a personal matter – it’s a workplace disruption that must be dealt with.

·    Don’t be upset if the employee, out of embarrassment, seeks to end the conversation as soon as possible. Just schedule a follow-up meeting in a few days to make sure the problem is being resolved.

Ultimately, making one employee uncomfortable now will help to retain others. For more tips on retention, download “99 Ways to Manage Employees,” a free special report from Business and Legal Reports: http://www.blr.com/82008400/PRS10

About BLR

Old Saybrook, Conn.-based BLR produces plain-English compliance and training resources for HR, compensation, safety, and environmental managers. For more information and a free catalog, call 800-727-5257 or visit http://www.BLR.com.

Contact:    HR.BLR.com Managing Web Editor Kevin Flood

        860 510-0100 x 2283

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John Brady