• Separate the two employees as much as possible on the job. Try
not to give two employees who are dating common goals or joint
projects. That way, if things do go awry, you won’t have two people
on the same team who are pulling against each other. An even worse problem may arise if they don’t break up: Some people find
it hard to concentrate and are less productive when they are in
close proximity to a lover.

• Establish policies that are within legal parameters regarding fraternization, nepotism, and sexual conduct on the job. With an HR
consultant and your attorney, be sure you have defensible policies in writing. Document that every employee has received a copy in recent years.

• Ask the couple if either would prefer to transfer to another department if the move would not be considered punitive in any way. If no financial, social, or professional loss will occur, some employees may actually think that this is a good idea. Think about this one carefully, however. Some employees may feel that it violates
their rights.

• Do nothing on the job that acknowledges or makes reference to the relationship. Although it may be tempting to kid the couple or
make references to their relationship, don’t do it. You may have to
deal with the fallout later.

Also, for some people, half the excitement of a workplace romance is the attention that their coworkers give the couple as they fall in love right before everyone’s eyes. Some coworkers may even have served as co-conspirators, matchmakers, or confidantes. Don’t play into this drama. It hurts everyone’s productivity.

Taken From: 201 Ways to Turn Any Employee Into a STAR Performer