The skills you need guide to interpersonal skills

Document the behaviour
It is important to make a record of the behaviour, even the very first 
incident. Asking the perpetrator to stop might be enough, but if it is 
not, then you need evidence.
For each incident, record the date and time, any witnesses, and exactly 
what happened, including your response.
3. 
Report the behaviour
The next step, particularly if the behaviour does not stop, is to report it
. 
If you work in a big organisation, there will probably be guidelines to say who 
to report to, but if in doubt, go to your manager, or the HR department if 
that is difficult for some reason. If there is no HR department, go up your line 
management chain: if it is difficult to talk to your manager, or they are the 
perpetrator, then go to their manager.

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2.
ADVANCED COMMUNICATION SKILLS
SHOULD AN INCIDENT OF HARASSMENT 
ALWAYS BE REPORTED?
If the incident was fairly low-key (for example, an ill-judged remark, followed by an 
immediate apology when you objected), then you might choose not to report it.
However, if the incident was bigger (a touch that it is hard to see could have 
been accidental, or strongly abusive language), and particularly if it upset 
you, then reporting it is a good idea. Your employer almost certainly has a ‘no 
tolerance’ policy, and should act against this kind of behaviour.
Where to draw the line is up to you. If you were upset by the incident, then 
it is probably best to report it. You may also want to ask a trusted colleague,