Body Odor (And Other Stinky Issues)

July 10, 2008

Ah, yes! Summertime.

The temperature outside rises and along with it, the number of complaints about...body odor.

Here is a typical complaint. "I have a coworker who stinks. He is a large man, which may have something to do with it but I don't think he uses any deodorant. This person smells so bad sometimes it makes me sick to my stomach."

Of course, these smelly occurrences can occur at any time of year, but are especially prevalent during the hot summer months. And this year it seems, the problem is even worse than usual.

Contributing to the problem is that many companies have raised the thermostat in order to save on the cost of cooling and that has resulted in workplaces being uncomfortably warm.

Also, with the current high price of gasoline, more people are riding motorbikes to work, or using bicycles, or even walking. And when they do, these people are often hot and sweaty by the time they arrive at work. So, who's going to tell them they smell bad?

Somebody Has to Do It

While it is certainly permissible for coworkers - or anyone else - to approach the one with the offensive odors, few of them are likely to volunteer to do so. No, instead they complain to you. As the manager, it's now up to you to do something about it.

At a minimum, an offensive body odor demonstrates a lack of consideration of others. But it can also affect job performance because offensive odors can make some people physically sick and unable to concentrate on the work. Even the offender is less effective in the job, as no one else wants to be around him.

But how do you tell someone they stink?

Here are a few tips.

1. Meet privately with the offender.

Arrange to meet in your office or some place where you can talk privately.

Some managers prefer to meet at the end of the workday just before the employee goes home. That way, the person has an opportunity to correct the situation before returning to the work station. People who feel self-conscious around their coworkers are less likely to concentrate on the work.

2. Acknowledge your discomfort.

If you feel uncomfortable talking about the problem, it's okay to say so. For example: "Randy, I need to talk with you about something. It's kind of personal, so it's not easy for me to talk about. However, I think it needs to be brought to your attention." Then, get right to the point.

3. Be direct.

The best approach is to look directly at the person and come right out with it. For instance: "At times when I have been around you, I have noticed a body odor about you. Are you aware of it?"

4. Address any questions or concerns.

If your situation is typical of most, you probably won't get much of a reaction from the employee. A simple "Okay" might be the only response you get from the person. And that's fine.

However, in the event the employee becomes embarrassed, you can set him at ease by expressing a genuine concern. For instance: "I didn't mean to embarrass you and I'm sorry if I did. I just felt it was important to bring it to your attention so you can correct the situation."

Then, change the subject or bring the meeting to a close.

5. Dealing with medical conditions.

If the employee tells you he is aware of the problem and that it stems from a medical condition, ask him to talk with his physician and ask for help. If the person is allergic to deodorant, for example, he might be able to use a hyoallergenic brand. Again, he should ask his doctor for help in finding a product he can use safely.

If it involves some other medical condition, you may need to consult your Human Resources Department, as there could be some issues involving The Americans With Disabilities Act (ADA).

6. One more thing...

Keep in mind that certain kinds of behavior, including body odor may be attributable to a person's enthnicity or national origin. For example, some religious beliefs prevent people from bathing regularly or using deodorants. And attempts to correct an employee under these circumstances could potentially result in a claim of discrimination. So just to be on the safe side, if you have a situation like this it's best that you seek guidance from your Human Resources specialist or legal representative before proceeding.

Talking about sensitive issues with an employee is difficult enough, especially when dealing with such personal matters as how a person looks or smells. However, once you get over your initial uneasiness, you are likely to find that this is one of the easiest employee problems to solve.

Stephen K. Foster, Ph.D., SPHR
Canopy Software, Inc.
1493 Market Street
Tallahassee, FL 32312
(850) 893-5699

E-mail me at: Steve.Foster@ExpertSupervisor.com.