According to a recent Randstad Survey, gossip is listed as one of the top three pet peeves found in the workplace. Gossip has probably been around since the beginning of the time. Gossiping at work is nothing new and it is as common as a paper clip. Â However, when employees feel betrayed by malicious or unfounded rumors and gossip, a thread can be torn that can unravel the fabric of an organization.
Understandably, most employers are focused on bigger picture things like increasing revenues and reducing costs. They may not be aware that employee gossip is reaching an annoying stage or that it is getting out of hand.
Can A Business Suffer Unnecessary Costs As A Result Of Employee Gossip? A Here are just a few obvious consequences, especially if the gossip is of a malicious or annoying nature:
- Employee Misunderstandings which can lead to conflict. A Conflict will affect productivity.
- Employee Mistrust of one another which can negatively impact team performance.
- Employee Turnover as some employees might feel powerless if they feel targeted by gossip. They simply resign and go to work somewhere else.
- Employee Morale is affected. A Once trust and credibility are lost; it is often difficult or impossible to restore those earned positions.
- Supervisory Burnout for someone trying to resolve the problem. It can become so overwhelming (who said what to whom, who was involved, etc.) that the supervisor wonders if the job is worth the emotional toll.
What Can Employers Do To Prevent Gossip From Getting Out Of Hand?
Here are some practical tips that may help prevent out-of-control situations caused by malicious or annoying gossip:
- Employee Communications: Consistently and regularly keep employees informed and in the loop. A Schedule regular meeting where employees can share information and voice concerns. Some companies provide a hotline number that employees can use to call in and express concerns.
- Employee Training: Â Training and development seminars and courses can help employees understand how malicious gossip is hurtful to others. A Training can also help employees understand how to tactfully reply to other employees who want to gossip. For instance, employees can learn appropriate responses such as; I hadn't heard that about Co-worker. Let's go ask her about that. Or, by simply saying, I'm not comfortable talking about Co-worker.
- Remind Employees Of An E-Mail Policy: Sometimes gossip is spread through e-mails as much as around the water cooler. Â Periodically inform employees that company e-mails are not private and that they are subject to employer review.
- Build A Supportive And Cooperative Culture: An environment built on trust starts out with a genuinely supportive culture, and it starts at the top. Show your managers and supervisors how much you respect and honor their contributions. Invite their feedback and show them how you respect and value their opinions. They are more likely, in turn, to model the same attitude and behaviors to employees.
- Take The High Road And Set An Example: A Never belittle or demean another employee in public. Â If you have an issue with someone's performance, speak directly with the employee and in private.
Take Charge and Remember the Golden Rule Approach
While it is unrealistic to think that gossip will be totally eradicated from the workplace, employers can take charge of the situation. Employee communications can include written and verbal expectations and reminders of acceptable conduct in the workplace. By setting an example and providing additional training, hopefully employers can prevent seriously damaging gossip from taking root. As the Golden Rule says, treat others as you want to be treated, which seem to be a timeless approach.
By Priscilla Kohl
