What Leaders Can Learn from the Intern Who Bit Her Colleagues

Just when you think you’ve seen it all, along comes the intern who was fired… for biting her colleagues. 

And no, this isn’t a sketch from Utopia—it actually happened. While most of us had a bit of a laugh (because how could you not?), it’s also one of those moments that makes HR people collectively sigh and say, “Right. Let’s talk about this.” 

Because behind the ridiculous headline is a real workplace issue. It’s a reminder to leaders: intent doesn’t override impactand culture doesn’t manage itself. 

The intern didn’t bite anyone out of anger. Reports say she thought it was “cute.” But let’s be clear—biting people at work isn’t cute. It’s inappropriate, makes people uncomfortable and breaches the most basic of personal boundaries. 

So what can we take from this? 

Don’t assume people know how to behave. Especially when they’re young or new to work. Don’t rely on “common sense”—spell out what’s OK and what’s not. Onboarding should include more than policies; it should cover social norms and expectations. Things like personal space, tone and what professionalism actually looks like. 

Give feedback before things get weird.  If someone acts inappropriately even if it seems minor or harmless, don’t ignore it. The earlier you step in, the better. A simple “Hey, that’s not OK here” can redirect behaviour before it becomes a bigger issue. 

Equip leaders to deal with it.  Many leaders don’t know how to handle awkward behaviour. HR should give them simple, direct tools to have the conversation. Name the behaviour. Explain the impact. Set expectations. Back them up if needed. 

Psychological safety means being able to say, “That wasn’t OK.”  If your workplace doesn’t make it safe to speak up about weird or inappropriate behaviour, you’ve got a problem. This isn’t just about biting—it’s about creating a culture where everyone feels safe, respected and empowered to speak up. 

So what should you do if this actually happens in your workplace?  Let’s say someone bites a colleague. Not aggressively, but thinking it’s funny or affectionate. What now? 

1. Start with the facts.  Was it a one-off or repeated? Were people clearly uncomfortable? If it happened more than once—or if the person didn’t take it seriously—termination may be appropriate. 

2. Consider a formal warning if it’s a first-time, one-off incident.  If they show genuine remorse and get why it was wrong, a formal warning may be enough—as long as you’re crystal clear about what won’t be tolerated going forward. 

3. Don’t be afraid to draw the line.  If the behaviour was repeated, impacted multiple people or caused reputational damage—don’t hesitate to part ways. Good intentions don’t mean someone gets a free pass to ignore boundaries. 

4. Support your team.  Check in with the people affected. Acknowledge the awkwardness, reassure them it’s being taken seriously and use it as a trust-building moment. 

This isn’t just a bizarre headline—it’s a leadership moment. Culture isn’t built on quirky personalities or good vibes. It’s built on respect, boundaries and grown-up behaviour.  Encourage individuality, sure. But draw the line before someone sinks their teeth into a colleague. 

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