[difficult people] - 4. Rise Above the Rumors: How to Navigate Workplace Gossip
Dealing with Difficult People
Dealing with Gossip
There are probably worse things than being in a workplace that is filled with gossip, but where it is possible to stamp this out, it can only provide a more healthy working environment, and make it more challenging for difficult people to flourish.
A meta-analysis of studies into workplace gossip (n=14,143) agrees. Reduce or eliminate the negative gossip and support the positive gossip.
It is unlikely that you will ever eliminate gossip entirely, but there are ways to make the workplace grapevine as positive as possible, and minimise harm.
The better functioning the official communication channels, the greater the possibility that gossip will be reduced.
Here are some steps to manage and mitigate workplace gossip
Do Not Participate: Lead by example, and opt out of this behaviour yourself, indicating a preference for direct communication with the people involved.
Address gossip directly: go to the people involved, and have a calm, professional conversation with the people, focusing on turning around any unproductive or harmful impact the gossip is having
Promote Open Communication: create avenues for direct and open conversation so that - where possible - it is easier to have the direct conversation rather than the gossip / back-channel conversation.
Set Clear Policies: if you have the option, be a part of the development of workplace policies around communication, gossip, and workplace code of conduct. This can provides an opportunity to build in a vision of the positive workplace around morale and productivity for environments with less gossip.
Focus on Positive Team Building: in scoping activities and projects, look for opportunities within them for fostering collaboration and mutual respect. The more cohesive the team, and the more positive the culture, the less room remains for gossip.
Provide constructive outlets for concerns: provide different ways employees can voice their concerns, especially where they feel they have been wronged. They should be able to express these in a way that is positively framed - whether it’s in a one-on-one meeting, suggestion boxes, or a team meeting devoted to feedback.
Lead by Example: demonstrate, wherever you have opportunity, how to handle disagreements and misunderstandings with professionalism. Your behaviour is what sets the tone for your team; this can have a big impact on the atmosphere of the workplace.
Educate on the Impacts of Gossip: let the team know about the harmful effects of gossip - both on individuals and on the whole organisation; knowing the impact can make a difference. Despite the other troubling concepts in the movie, this scene makes a strong point.
Address Rumours Promptly: Once you're aware of a rumour in the workplace that can affect team morale, or the reputation of the company, you need to address them promptly and transparently. Having this access to information can help with the workplace culture, and present the spread of speculation and misinformation.
Counsel Repeat Offenders: if there is someone who engages in gossip, or other problematic behaviour, consider a private counseling session to discuss their behaviour. Highlight how their actions are at odds with the organisational values, and potential consequences if the behaviour continues.
By taking deliberate steps to promote a positive, open work environment, you can discourage gossip, and foster the kind of work environment that is supportive and respectful.