Navigating Workplace Smell Issues: When to Report or Let Go

Deciding whether to report a coworker who often comes in smelling of alcohol despite being a top performer can be a challenging situation. Here are some factors to consider to help you make an informed decision.

Company Policy

Review your company’s policies regarding substance use and workplace behavior. Many organizations have clear guidelines on reporting such issues. It's important to understand what is expected of you and your colleagues in the workplace. If your company has a zero-tolerance policy for substance use, you may feel compelled to report the issue.

Impact on Work

Consider whether their behavior is affecting their performance, the safety of others, or the workplace environment. If their performance remains high and there are no safety concerns, it may be less urgent to report. However, if their behavior is becoming a recurring issue or creating a hostile work environment, it may be necessary to address the situation.

Frequency and Context

Assess how often this occurs. If it's a one-off incident, it might be more appropriate to let it go. However, if it's a recurring issue, it may need to be addressed. Consider the context in which the behavior is occurring. For example, if it only happens after a social event, it may be less relevant than if it happens frequently.

Approach

If you feel comfortable, consider having a private conversation with the coworker. They may not be aware of the issue and might appreciate the feedback. This approach can help maintain a positive working relationship and perhaps prevent the behavior from becoming a bigger issue in the future.

Reporting

If you decide to report the issue, approach it with the intent of concern for their well-being and the workplace. Provide specific examples and focus on the behavior rather than making it personal. This can help ensure that the conversation remains professional and that the coworker is given a fair chance to address the issue.

Ensure you understand how your company handles confidentiality and the potential outcomes of such a report. Know your rights and the policies in place to protect you from retaliation. Understanding these policies can help you navigate the situation more effectively.

Conclusion

If you believe the behavior poses a risk to the individual or others, or if it continues despite your concerns, reporting may be necessary. If it's a one-off situation and they are otherwise a strong performer, it might be best to let it go but remain alert for future incidents. Maintaining open lines of communication and understanding the appropriate channels for addressing workplace issues can help create a healthy and supportive work environment.