This situation should be handled the same way you’d manage most work disruptions affecting an employee’s performance. Start by having a conversation with the employee about the disruption and explaining your concerns and performance expectations. Remind them that it’s their responsibility to maintain a working environment where they can be successful. Feel free to brainstorm solutions with them – like a different room for their workstation or creating a house rule that calls for quiet during work hours – but it’s ultimately on the employee to make whatever changes are necessary.
If things don’t improve, follow your standard process for managing performance.
This Q&A does not constitute legal advice and does not address state or local law.
Answer from Kim, SPHR, AAM, CPIW
