Get a Coworker to Respect Your Personal Space

Wednesday, June 3, 2009

How much personal space an individual needs is just that: personal. However, workplace rules are *very* clear about touching.

1. Keep in mind that some people find touching to be a valid form of expression, a means of connection. It is probably how they talk to their friends and family. If it's not inappropriate (a tap on the shoulder, a pat on the back) and if it's not bothering you, you may choose to do nothing.
2. Back away. Scoot over, back up, or stand aside. Body language may or may not work, but if the coworker takes the hint it's a quick, easy way to communicate your displeasure.
3. Ask the person who is touching you to stop. Explain that you are uncomfortable with being touched. You shouldn't make a scene at your workplace, but do be clear and firm. It may take a while for them to break the habit. Continue to remind them if they continue to do it. To say "No" is absolutely acceptable and appropriate.
4. Document the 'no touching' conversation and any following touching. After several incidents, bring it up to your manager or speak to the Area Program Manager. Bring your documentation, and let them deal with the person.

Don't be afraid of speaking out or looking like "the bad guy." Remember, be firm, but polite. There are people who see touch as a means of communication. Don't go straight to 'He/She is molesting me!' Think it over and decide if there is a sexual component to the contact. Keep in mind, there are people who are hard of hearing and need to stand closer in order to hear you and don't realize they're in "your space".Think about how you interact with the other person, too. While you're not necessarily to blame for another's unwanted approaches, don't do anything that might invite them. For instance, don't show off your tattoos if your tattoos are not visible when you are wearing appropriate clothing. Sometimes, an invasion of personal space is nothing more than standing too close. Especially if you are shorter than the other person, this can be intimidating. Again, start by backing away, asking, and reminding, and proceed to a more formal complaints.

Retaliating against co-worker touching could hurt your job. Keep your complaints on a professional level and do not share with your entire staff. Keep it confidential within the proper management. If you have asked that a behavior stop and it has not stopped, and especially if you feel that it is inappropriate, tell your manager right away.


Welcome Message

Hey there fellow bloggers ! I would like to welcome you here in my blog. Please relax and sit back while browsing .Make a comment, & suggestion. For exchanging links... let me know or leave me a message on my message box. Thank's for dropping by, I appreciate it and hope you come back again soon.

Message Box

ShoutMix chat widget

Disclosure Policy

This policy is valid from 01 December 2009 This blog is a personal blog written and edited by me. For questions about this blog, please contact This blog accepts forms of cash advertising, sponsorship, paid insertions or other forms of compensation. This blog abides by word of mouth marketing standards. We believe in honesty of relationship, opinion and identity. The compensation received may influence the advertising content, topics or posts made in this blog. That content, advertising space or post will be clearly identified as paid or sponsored content. The owner(s) of this blog is compensated to provide opinion on products, services, websites and various other topics. Even though the owner(s) of this blog receives compensation for our posts or advertisements, we always give our honest opinions, findings, beliefs, or experiences on those topics or products. The views and opinions expressed on this blog are purely the bloggers' own. Any product claim, statistic, quote or other representation about a product or service should be verified with the manufacturer, provider or party in question. This blog does not contain any content which might present a conflict of interest. To get your own policy, go to

Blog Archieve