Our managing people class discussed a situation where an employee had a short but heated argument with someone outside of work. The employee didn't know the other person, it was just one of those things that sometimes happens when two people cross paths. Unfortunately, at the time, the employee was wearing a shirt with his name on it as well as the name of the company.
As it turned out, the other person was on the Company's Board of Directors. The person called the company president and complained in no uncertain terms. The company president figured out who the employee was and told employee's supervisor how the situation made the company look bad in the eyes of the Director. The company president asked the supervisor to take care of it.
In the absence of a company policy regarding shirts, jackets, hats, uniforms or other wearing apparel and/or a company policy regarding the conduct of employees outside of work, the task facing that supervisor becomes difficult indeed. The employee was on their. He or she didn't violate any company rule. The company has no real control over how employees conduct themselves outside of work. The supervisor would be hard-pressed to subject the employee to any disciplinary action. What can the supervisor do?
The answer lies in moral suasion. The supervisor is best advised to talk with the employee along the lines of: "Do me a favor. If you're going to wear our colors outside of work, I would appreciate it if you were careful about what you say and do, especially when your conduct might reflect poorly on the company. Sometimes, as you've just learned, some people will look at you as representing the company when you are wearing our colors. I sure would appreciate it if you were more careful of your conduct so we can avoid a similar situation in the future."
The effectiveness of moral suasion will depend on the how the employee sees their relationship to the company, and more importantly to their boss. If the employee looks up to their boss as a leader, admires and respects their boss, and values his or her relationship with the boss, the greater the chance the employee will be persuaded to do the right thing in the future.
About me: Dan Pelley teaches Managing People, a 16-hour program concerned with the topics of motivating people, developing positive attitudes, being more effective in getting the best out of each unique employee, and handling people problems. The program is offered to companies as an on-site program, and it is also offered on an open enrollment basis in Danielson, CT and Lincoln, RI.
Copyright © 2009 Daniel W. Pelley
All rights reserved.
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