Workplace Gossip (PDF)

u Is it respectful? Would your team or individual members want to talk about this subject in front of other people, particularly those Workplace directly involved in the situation?

If the answer to one or more of these questions is “no,” then the topic may be inappropriate.

While almost any topic can be fodder Gossip for workplace gossip, those that tend to provide the most fertile ground include:

Is gossip a problem in your workplace? conflict and hurt feelings. It can even contribute to bullying, harassment, It’s common for people to say they dis- and a hostile work environment. like gossip. Yet the reality is that gossip is a normal part of human interaction. One way to determine if a workplace When people don’t know details about conversation is crossing the line a situation or event, it’s not unusual for into gossip is to ask yourself the them to speculate or derive a theory following questions: based on hearsay. u Is it productive? Does When gossip occurs in the workplace, sharing this information it’s often in the form of the “rumor mill” help people do their jobs? or “office grapevine.” Some of what is u Is it relevant? Does said through these informal methods discussing this subject of communication is harmless and may serve a useful purpose, even streamline workplace functioning. or is it just idle chatter? Unfortunately, malicious or destructive gossip may also take root, leading to

Inside:

u Addressing Gossip

u Management Consultation

1-800-367-7474 • mylifematters.com ate workplace behavior, and pro- fessional ethics.

u LifeMatters can offer consulta- tion and assistance with address- ing the concern, as well as assist with making referrals for affected employees.

In addition, the following steps may help discourage the behavior:

u Be a role model. If an em- ployee shares private, personal information with you, keep it on a “need to know” basis. Encourage employees to extend the same courtesy to their co-workers if u Change in the workplace need to give colleagues a that information is revealed to u The departure of a manager “heads-up” about events on the a team or work group. or colleague, particularly if it is horizon. Sometimes, gossip sudden or happens under myste- spreads because people have u Expect professional behavior. rious circumstances seen or heard something that Make it clear that gossip is unac- u Conflict between individual makes for an interesting story. ceptable and that treating others employees or cliques with respect is a performance u It stems from uncertainty or u Unusual or disruptive behavior expectation. In addition, encour- frustration. Gossip often takes in the workplace age your team to work through root when a team or workplace is conflicts in a polite manner. Once started, gossip may be difficult to coping with change or when they stop. While there are many reasons for are struggling with a difficult situ- u Keep the lines of communi- this, some of the most common include: ation. Gossip may be an indica- cation open. Gossip often starts tion that people are trying to when there is an information vac- u It confers status. Knowledge is gather information any way uum. Give your team as much in- often a powerful commodity in the they can. formation as possible, particularly workplace. Spreading gossip or when change is on the horizon. passing along “insider informa- When destructive gossip occurs, it’s Check in with individual team tion” is a way of cultivating power important to confront it quickly. (See members on a periodic basis as or influence. “How Do I Say That?” on the next well. Encourage questions and page for suggestions.) Start with maintain an open door policy. u It’s contagious. Gossip often these helpful resources: spreads like wildfire. This may The LifeMatters Management Consulta- happen because people need to u Human Resources can help tion Service is available to help you vent about work-related frustra- you review any relevant policies both manage gossip and cope with tions, or because they feel the related to harassment, appropri- its impact. Call 24/7/365. u Meet privately with the team How Do I Say That? member and communicate your concern. While you may be personally disappointed with the individual’s behavior, Addressing Gossip it’s important to stay focused on the workplace impact.

Malicious gossip puts your organization 2. If the facts are fuzzy or it is unclear Sample language: “Spreading at risk. If an individual employee or who is involved, it may be best to rumors is hurtful and is not group is being targeted by gossip and it address the situation generally, at acceptable in our workplace.” isn’t addressed promptly, it could result least to start. This can be done by in complaints of harassment or con- communicating to the entire work u Give the person time to ask ques- tribute to a hostile work environment. group or team without singling out tions and respond. Embarrass- anyone. Remind your team that If inappropriate or hurtful rumors are ment and anger are common gossip undermines morale, creates spreading around your workplace, try reactions, so don’t be surprised if “emotional danger,” and is unac- these tips: the person becomes emotional. ceptable. Let everyone know that 1. Review your company’s policies if malicious gossip occurs, it will u Describe the workplace impact. regarding harassment. Document be dealt with according to company Make it clear that gossip is inap- what you know or have observed, policy, and that this may involve propriate and refer the person to then consult with Human Re- disciplinary action. any applicable company policies. sources. The LifeMatters Manage- ment Consultation Service is also 3. If you know the source of the gos- Sample language: “Gossip cre- available to discuss your concern. sip, this approach may be helpful: ates unnecessary tension in our workplace. It also makes it harder for people to trust each other and work together.”

u Provide clear expectations for future behavior. Again, keep the focus on workplace performance, not your personal feelings about the employee’s actions.

Sample language: “If you have been spreading rumors, I expect it to stop now. If others try to draw you into an inappropriate conver- sation, I urge you to stay out of it. Remind your colleagues that this behavior is not acceptable.” Management Consultation

LifeMatters is available to help with:

u Confronting an employee about performance issues

u An employee’s personal problem

u Suspected drug or alcohol use on the job

u Interpersonal conflicts between team members u Outline the consequences of fur- u Document the meeting. Review ther gossip or other inappropriate the situation with HR and verify u Establishing clear, attainable behavior. Prior to the meeting, any next steps. Always talk to expectations for performance confirm what next steps will be HR before taking any disciplinary taken if the behavior continues. action. u Addressing crisis situations, such as a violent incident, the Sample language: “If additional The LifeMatters Management Consulta- death of an employee, or a complaints are received and an tion Service can help with determining natural disaster investigation reveals that you the difference between the workplace u Your own personal concerns are involved, (state disciplinary rumor mill and the sort of malicious gos- action).” sip that could lead to complaints about u Any other work-related issue harassment or a hostile work environ- u Schedule a follow-up meeting. ment. It can also help you cope with LifeMatters offers professional Sample language: “Let’s talk your own feelings about gossip and management consultation when again next week after you’ve other hurtful behavior. Help is available you need it, as often as you need had time to think things over.” 24/7/365. it. Call anytime.

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