Talking ban smacks of tyranny

Q: The vice president of our department recently sent out an e-mail forbidding all conversation that is not directly related to work. This has created very low morale and a suffocating environment. We feel like we're in a mausoleum. Other employees always talk about how quiet our department is.

Although this is a good place to work, our VP is making everyone miserable. If she finds someone in another person's office, she will stop and say: "What's going on here? I hope you are talking about work!"

This VP has a long-standing reputation for being unreasonable. She is not well-liked by anyone except the CEO, but his opinion counts for a lot.

We've thought about taking our problem to the human resources manager. Do you think he could do anything about this woman's absurd behavior?

A: Your tyrannical VP would make an excellent prison guard, but she's a horrible manager. She's not only making life miserable for you but also hurting the company. Turning the office into a labor camp will reduce productivity and increase turnover.

Any professional HR manager should see that this work-talk-only policy is idiotic and counterproductive. So going to human resources at least ensures that someone is aware of the problem.

When you meet with HR, don't send a lone representative. Group action will have more impact. And instead of ranting about the VP's dreadful personality, describe how her harsh policies could harm the business.

The human resources manager can tell the CEO about the VP's despotic tendencies. But the CEO is her boss and the only one who can overrule her decisions.

If the CEO supports your VP's oppressive management style, you're doomed to suffer in silence. But if he understands the problem, he has the power to change it.

Smart CEOs know that you increase productivity by inspiring employees, not terrorizing them. And muzzling people is hardly inspirational.

Q: Management allows our group to wear headphones while we work. One of my close friends has a habit of humming to the music or singing a few words. Sometimes she can be rather loud.

This doesn't bother me, but it disturbs other people. If they complain to management, I'm afraid our headphone privileges will be taken away. How should I bring this to her attention?

A: Your friend may be oblivious to her humming habit. Approach her in a spirit of helpfulness, not criticism.

For example: "Mary, I don't know if you're aware of this, but you often hum along with the music on your headphones. I don't mind, but some people find it distracting. If they complain, management might ban headphones altogether, so I thought I should let you know."

If she's really a close friend, she'll appreciate your candor. But if she reacts defensively, tell her that you only wanted to be helpful.

- Marie G. McIntyre is an Atlanta-based workplace coach. Her weekly column is syndicated by Knight Ridder/Tribune News Service. Send questions at www.yourofficecoach.com.