Gossip What Is Gossip? Participating in gossip as a ‘listener’ is Ways to Manage Gossip We Can Help. potentially just as harmful. Gossip may unfairly If you routinely engage in gossip, try to take The Employee Assistance Program can: Gossip is idle talk or rumor that is or unintentionally put the listener(s) in the into consideration some of the negative • assist in identifying gossip middle of a situation. Listener(s) may also discussed without consideration or impacts mentioned above. Take ownership for EMPLOYEE have their reasons to stay engaged in the • work through the impacts of workplace thought to the potential negative the effects of the gossip that you have conversations, such as: gossip ASSISTANCE participated in and strive for more construc- effects upon the person(s) being • develop a plan of action for managing • wanting to fit in tive ways to deal with conflict in your life. PROGRAM discussed. gossip • wanting to be a trusted member of an Take a stand for a healthy, happy environment. • coach management and staff dealing with Often the persons gossiping do so “inner circle” Remember, gossiping can: gossip issues without thinking about the negative • wanting to validate or confirm closeness • isolate you from others • provide education and support effect they might have on the • feeling uncomfortable or unable to deal • isolate others from you • provide advice concerning available person(s) being discussed, a mutual with the speaker • diminish people’s respect for you options workplace or community. With or Effects of Gossip on an Individual Also, should you find yourself in a • conduct a workplace assessment without malicious intent, gossip can and the Workplace conversation that is becoming gossip you can • act as third party facilitator or mediator choose to do the following: have a negative impact on individuals, Whether it is the speaker, the listener or a workplace or community. the bystander (those that witness gossip • excuse yourself from the conversation Resources or its effects), gossip negatively impacts • without judgment be clear about your Suggested Reading Talking Verses Gossiping all individuals and the entire workplace discomfort with the topic • The No Gossip Zone: A No-Nonsense Talking about a person is about understanding environment. • let others know that you are not interested Guide to a Healthy, High-Performing Work and maintaining the other person’s wellbeing Some of the impacts are: in gossiping Environment. Sam Chapman and integrity. There is no embarrassment • eroded trust and morale • suggest the person speak directly with the • People Skills: How to Assert Yourself, Listen about what is being discussed if the person • increased anxiety in employees subject of gossip to Others, and Resolve Conflicts. Robert suddenly interrupted the conversation. Bolton • a climate of tension or fear • find neutral or interesting topics, other than people, to talk about Website Why Do People Gossip? • confusion of facts • Manitoba Civil Service Commission: There are various reasons why people gossip. • clouded perceptions and judgment More Options for Managing Gossip Respectful Workplace Policy manitoba.ca/ Here are a few: • loss of employment • Request education or training for yourself csc/policyman/respect.html Resilience • a need to fit in • hurt feelings or your workplace. • a need to vent • a divisive atmosphere resulting in less Employee Assistance Program Empowerment • Speak constructively to your supervisor. • a need to feel superior opportunity for resolution • Engage in team building activities at your 3rd Floor – 55 Donald Street Compassion • a need to say they have been wronged • tarnished reputations workplace. Winnipeg, MB R3C 1L8 Telephone: 204-945-5786 • a need to get support, or rally spectators • closed office doors • Educate employees and management on the Toll Free: 1-866-669-4916 • for fun or excitement • staff unwilling to speak their minds government’s Respectful Workplace Policy. Fax: 204-948-2298 • Contact your Respectful Workplace • a need to avoid conflict or avoid resolution • an increase in sick days and stress leave TTY: 204-948-3401 advisor, your union or human resources • a need to validate your perspective • a decrease in productivity representative. • feelings of helplessness and chaos.