Studies were conducted to see the effect of workplace romances on employees’ performance. We though that there isn’t a better occasion to bring them to you than Valentine’s. And, after running your eyes on these findings, how might romantic relationships between coworkers be managed? The answer is, there isn’t a one-size-fits-all solution, but there are solutions out there that could inspire us.
Your Work vs. Love
In 2017, a 311-doctor survey was conducted by UK’s Warwick Business School, China-based Jiangsu University, and Pakistani COMSATS University Islamabad. Examining five Pakistani public-sector hospitals, their study assessed the effect of workplace romances on employee job performance and how psychological wellbeing mediates workplace romance and employee performance.
First, There’s Good News
Here’s what employees engaged in an office romance experienced:
- Improved job satisfaction and performance; given the pleasure derived from capturing a colleague’s sexual attention. Because of this, both participants felt a sense of desire and acceptance in the office.
- Increased mental energy and life and job satisfaction. Other researchers have also affirmed that workplace romance participants felt enthusiastic towards work completion.
- Suppression of negative feelings and improved relationship quality.
- Positive energy and emotions through affective spill-over effects. This means that as these co-workers experience positive emotions as a result of their relationship, these emotions transcend into their workplace behavior too.
However, It Can Be Negative Too
Just as it puts us in a good mood for work, the spill-over theory can also transfer negative feelings into the workplace. If workplace couples are having a spat, that puts their psychological wellbeing at stake. The aforementioned study suggests that the key is in “the motive for engaging in the relationship”.
The motive may be hindered if it’s centered on egoistic and pragmatic purposes; rather than committed romance. But, if both partners engage on an affective level, then we see a positive correlation between work romance and employee performance; as the study concludes.
With That in Mind, What Do HR Policies Have To Say About This?
The options are endless, and many companies in Egypt aren’t clear about this. But here are the options that could provide us with food for thought.
1. Love Contracts
Formally known as consensual relationship agreements, this document requires involved parties to sign and declare that their relationship is “by consent”. Many companies have included these agreements within their policy to limit their liability towards romantically involved employees. The contract regulates workplace behavior and legally eliminates future sexual harassment when the relationship ends.
2. Verbal Declarations
In 2018, every director-level employee at Facebook and above was required to disclose “any romantic or personal relationship” with a co-worker to relieve pressure from the younger partner; even if they operate in different departments of the company.
Following in their footsteps, renowned asset-management corporation BlackRock Inc. updated its policy in November 2020; requiring its global employees to disclose personal relations to accordingly manage any potential conflicts that may arise.
3. Employee Handbook Clause
Certain companies enlist fraternization policies in their employee handbook that new employees sign upon being hired. This requires them to notify their HR department about an existing or new relationship; be it at or outside of work.
“I have not been in a company where the risk of splitting up was addressed formally; although I believe that it’s a very valid point to address since natural human emotions could play a reversed conflict of interest role.”
– Fahmy Mostafa, People Operations Director Midlle East ,Incorta.
An HR Professional Weighs in
While studies and reports tell us all there’s to know, we reckoned an HR expert would give us a different kind of intel. Currently known as Incorta Middle East’s People Operations Director, Fahmy Mostafa, shared his views on workplace dating, how it should be regulated and how often he comes across HR policies that take an interest in the matter.
Reflecting on his corporate experience, Mostafa said most of the multinational companies he’s worked for had a policy ensuring that interoffice relationships have no impact on the business. These policies required employees to declare their relationship to HR -be it dating or even marriage, Mostafa said.
One of the policies that intrigued Mostafa throughout his career was a policy that advocated casual relations; but banned committed relationships!
While Egypt may not have a legal clause regarding workplace dating, some of its companies have already adopted this as a workplace regulation not only for its benefits; but for its employees too.
