Talking to employees
How to talk to an employee about personal hygiene
Have the conversation privately, keep it short and say the issue plainly, without hints the person may not understand. Focus on the effect at work, not on judgment, and make clear you are raising it because you respect them. Then give them space and move on to something neutral.
How to handle this conversation
Choose a private moment
Find a closed room and a time when nobody needs to leave straight after. This conversation should never happen in front of others.
Say it clearly and kindly
Hints are confusing and prolong the discomfort: “This is awkward to raise, and I am telling you because I would want someone to tell me. There has been a noticeable body odor.”
Leave room for a reason
There may be a health or personal cause. Ask gently if there is anything the company can help with, without asking for details.
Keep it short and end with respect
Do not repeat the point or add examples. Close with: “Thank you for hearing me out. This stays between us.”
Talking to an employee about hygiene
- Difficulty
- Medium to hard
- Duration
- 6-10 minutes
The situation
A few colleagues have quietly mentioned to you that a member of your team has a noticeable body odor. It is starting to affect how people work together, and some avoid sitting nearby. The person is reliable and well regarded. You want to raise it once, with tact, and protect their dignity.
Who you talk to
Your team member
A private and conscientious person who has no idea this is an issue. First deeply embarrassed, then offended, and asks who has been talking about them.
The counterpart also has private goals and information that are never shown upfront. You discover them only through the conversation, the same way you would in real life.
What makes it hard
- Embarrassment on both sides makes it tempting to hint instead of saying it.
- The question “who complained?” puts you in an awkward position.
- Hurt feelings can make the person defensive or withdrawn.
Your goals
- Name the issue clearly and without judgment
- Protect the person’s dignity and keep the matter confidential
- End with a sense of support rather than blame
What the report looks at
- Whether the issue was named clearly, without vague hints
- How you respond to embarrassment and offense
- Whether you handled “who complained?” without naming anyone
- Whether the conversation stayed short, private and respectful