A:   Ask the offender to stop.   Is this REALISTIC? Problem: A comment I often hear is “why don’t people just address the problem before it gets out of hand.”  Employee’s SHOULD just let people know if they are upset. Great in theory, however, research reflects that conflict avoidance is more the norm for a variety of reasons including: Fear Retaliation Face saving Lack of confidence Power difference and more Reality:  Crucial Conversations Co-Author Joseph Grenny concluded that 95% of employees struggle with confronting people on important matters.  That means 5% of our employees handle communication well in the organization. What is the cost to your organization when 95% or your staff is avoiding:  One article, stated that employees waste $1,500 AND 8 hours of time for every conversation they avoid that is critical.    Let’s look at the numbers 30 employees and 1 avoidance a month = could cost the organization  45,000 and 30 days of worktime Solution: Role model and teach your employees how to have healthy confrontations.  It is not a quick fix but will build employee confidence and skill over time. Sit down with your staff or provide training with a qualified professional.  Here is one idea. Formula: Show you care/disarm others/compliment or affirm when appropriate: When you…. I feel…. Would you…… Hi Phil, what a nice thought walking me to my car. But when you wait for me after work to escort me out I start to feel uncomfortable Would you ask me if I need an escort rather than wait for me? ADAPTING:  Over time employees will be able to use this simple method in their own voice.  Example, Nice gesture Phil, I would be more comfortable if you check with me rather than wait for me after work, sound good?