Types of relationships in the workplace

And the risks involved

Types of relationships

Key insight: A study by Forbes Advisor showed that 60% of employees have been involved in a workplace romance at some point in their careers. HR must take steps to ensure these relationships are handled sensitively and professionally.

Let's start with the basics and look at the different types of relationships you can encounter at work.

Professional

At the heart of any business are the professional relationships that form between colleagues.

These relationships often dictate the success of teamwork, collaboration, and project delivery. Professional relationships thrive on clear communication, mutual respect, and shared goals. These dynamics form the basis of productivity, accountability, and trust.

Romantic

Romantic relationships in the workplace can pose unique challenges. While some businesses adopt a ‘hands-off’ approach, others create policies to manage potential conflicts of interest or perceptions of bias.

It’s important to recognise that romantic relationships can lead to disruptions if they negatively affect the workplace, such as breakups that lead to tensions or concerns over favouritism if one partner manages the other.

Friendships

Close friendships often form at work, leading to strong bonds that can improve morale and communication. However, it’s essential to ensure that these friendships don’t cross into exclusive cliques, which can create division among teams.

Familial

Some companies allow family members to work together, but this can also pose risks. In particular, nepotism (favouritism based on family relationships) can become an issue if not handled transparently.

Risks associated with workplace relationships

Conflicts of interest

When personal relationships (whether romantic or familial) interfere with decision-making or lead to preferential treatment, conflicts of interest can arise. This can erode trust among employees and cause dissatisfaction.

For example, if an employee’s partner is promoted to a higher position without fair process, other colleagues may feel unfairly treated. HR must establish policies that ensure transparent and fair promotion processes.

Reduced productivity

Personal relationships can sometimes lead to distractions, especially if conflicts or disagreements occur within the relationship.

Employees might lose focus, leading to lower productivity levels. In worst-case scenarios, workplace gossip or rumours can also contribute to a toxic environment.

Risks associated with workplace relationships

Legal risks

Legal challenges can arise when relationships at work lead to harassment or discrimination claims. For example, if a romantic relationship turns sour, one party may claim that they are being treated unfairly or harassed by the other.

Sexual harassment or favouritism claims can lead to legal consequences for both the employer and employees involved (more on this later!).

Impact on team dynamics

Romantic or close friendships can shift team dynamics, leading to exclusionary behaviour or resentment among colleagues.

If two employees in a romantic relationship work closely together, it might lead to the perception of favouritism, even if none exists.

Key insight: According to a survey by Totaljobs, 76% of employees who had dated a colleague kept the relationship a secret, further complicating workplace transparency.

Benefits of managing workplace relationships properly

When managed well, personal relationships in the workplace can contribute to a positive and supportive work culture. Here’s how:

Boosting team morale

Employees who have strong personal relationships at work often feel more connected to their teams, leading to improved collaboration and job satisfaction.

Reducing stress

By fostering an open and supportive environment, employees feel less stress about keeping relationships secret, reducing the likelihood of workplace conflicts.

Improving retention

Employees who feel supported in their personal lives are more likely to stay loyal to the company, reducing turnover and the costs associated with hiring and training new staff.

Real-life examples of managing workplace relationships

Google and the #MeToo movement

In 2018, employees at Google organised walkouts to protest how the company handled sexual harassment allegations, particularly involving executives.

This led to a public examination of how companies manage workplace relationships and the introduction of new policies to ensure transparency and fairness in such cases.

Microsoft

Microsoft faced a similar issue, prompting the company to revise its policies on relationships between employees, especially involving senior staff and their team.

The company introduced stricter policies requiring the disclosure of any relationships and created clearer boundaries on workplace conduct.