How to handle the problem of a co-worker’s perfume

Attack the problem, not the person

Office etiquette experts Cheryl Stinski and Karen Dorn, in their column Alternative Resolutions found at postcrescent.com, offer some good advice on how to talk to a co-worker about his or her offensive fragrance.

I think the recommendations given are solid, but the last paragraph on further “options” is too vague to be helpful. I would say that if the co-worker does not respond to the kind and educational approach suggested here, that you go to your supervisor and on up the food chain until you get results–”results” meaning that either the person stops wearing the toxic fragrance, or you be given an alternative work space.

Know that the trend is toward no-scent policies in the workplace (also conventions, public meetings, etc) and your proactive participation in moving your management toward creating policy that supports a safer work environment for everyone will make you feel very good!

Here’s the advice:

Q: A new person recently started in my office. She’s a good addition to our team, with one huge exception - her strong perfume is making me and others sick. One of my co-workers already missed work because of allergy problems heightened by her perfume and

I’ve had to use my asthma medication much more frequently on workdays.

I told her that her perfume is too strong but she insists it isn’t a problem. My manager says that because the employee handbook doesn’t address perfume, there’s nothing he can do.

We’ve resorted to opening all the windows and doors to air the place out, but the weather will soon take away that option. She may have started wearing a little less of the stinky stuff but when we have to close the place up I’m afraid we’ll be right back at square one.

Do we all need to sign an anti-perfume petition or can something else be done?

A: There can be a fine line between an individual’s personal choices and what gets in the way of his/her co-worker’s ability to be productive employees. Most people really do want to be sensitive to the needs of their co-workers, but they also don’t like being told what to do.

Employee policies create guidelines but they can’t cover every circumstance. And, as you’ve discovered, perfumes and odors can raise all kinds of sensitivity issues, both in the health arena and in how the problem gets handled. Instead of further escalating the power struggle with a petition, let’s look at how to handle a sensitive problem with sensitivity.

Frame the problem accurately: The problem isn’t your co-worker’s perfume, it’s the health impact it’s having on some of her co-workers and the resulting loss of productivity; in another environment with other people, there may not be a problem at all.

Attack the problem, not person: Instead of pointing the finger with a You Message like “your perfume is too strong” try this: “I am concerned about the perfume you are wearing to work because several people are having health reactions.”

Be specific when stating the facts: Don’t just say “you’re perfume is making people sick.” Give as much information as you can without violating privacy rights of other employees - “one person has had to increase medication on workdays,” or “we have doctor verification that a medical condition is aggravated by prolonged contact with strong perfume.”

Be open to options: The obvious solution, which may seem like the easiest solution, may not necessarily be the best solution in the long run. Taking the time to listen to each other and explore options will ensure that all are involved in finding a solution that meets everyone’s needs to the best of your ability.

Cheryl Stinski or Karen Dorn 920-993-1490 with questions you’d like answered in this column and to learn how Alternative Resolutions Inc. can help with your workplace needs. Sign up at newsletter@alternativeresolutions.biz for a free subscription to their monthly e-newsletter, The Toolbox.

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Link to photo by lecanu mickael on flickr