The thin line between integration and Forced Fun - Blair McPherson

 There is a consensus in the literature  and research that a sociable work place is more productive and employees feel more engaged. So it’s understandable that organisations/HR would encourage socialising in work. However a recent report in a French news paper suggests some organisations may be taking this too far. The article in Les Echos quotes a 25 year old worker who stated she was fired for failing to integrate with her team. The evidence to support her dismissal included her insistence on eating her lunch alone! Another worker in the same article stated she preferred to eat a sandwich at her desk rather  than taking a lunch hour enabling her to leave work earlier to care for her young daughter. She was accused of snubbing her colleagues. 

 

This isn’t a situation peculiar to France research last year showed that 84% of UK workers always, often or sometimes eat lunch alone. 

 

Eating lunch alone is not in itself the problem but it is being used to raised the question what can an organisation do to encourage sociability and how far is too far? Questions that HR will inevitably be asked.

 

In the modern workplace sociability serves as the "oil" that keeps the gears of a team turning smoothly. Small talk builds the foundation for trust and flows naturally into sharing gossip and work related information. It’s easier to ask for help from someone you’ve shared a laugh with. It’s much easier to resolve issues with a colleague you have a positive rapport with. But a manager needs to watch out for destructive cliques, salacious or malicious gossip and too much time spent chatting rather than getting on with work.