Gossip, rumors and rumours, oh why?

In the Wizard of Oz, it was “Lions, tigers and bears, oh my god!” Many organizations today are singing a slightly different tune: “Gossip, rumors and gossip, oh why?”

It is estimated that gossip and rumors within a company can reduce productivity by up to 50%. Of course, this translates into lower profits and can negatively affect the company in the long run. In addition, more labor laws and regulations are being drafted to ensure that employees and companies are protected from defamation and slander.

The reason gossip and rumors occur in the workplace is often related to a lack of clear communication channels up, down, and throughout the company. Henry David Thoreau stated that “nature abhors a vacuum.” In other words: a void will always be filled. If your company has a communication gap, it will be filled, and unfortunately it is often filled with negative or incorrect information. So one of the most important and enduring solutions that business leaders can apply is to constantly keep the void filled with positive, accurate, and timely information.

The following are suggestions to help you do this:

— Communicate regularly and consistently with employees about what is happening in the workplace. Regular communications with employees minimizes the influence the gossiping employee has on others, because everyone is “in the know.” If employees don’t get good information from supervisors and managers about what’s going on, they will make up for it in the form of speculation and gossip. Make communication with employees a priority on your daily to-do list, even if it’s just for a few minutes. Extra attention and communications will do wonders to stop gossip.

— Build into your workplace expectations something that aims to keep you from getting involved in spreading gossip and rumours. For example, you can set an expectation similar to the following:

“Do not participate in the spreading of gossip and rumours, and do not tolerate it from others. Rumors and gossip sabotage our team’s ability to work together effectively. It is disrespectful, non-productive, and an act motivated by the selfishness that prevents us all from doing our jobs. If you learn of an issue that directly concerns you, verify the accuracy of the information by asking the person, rather than just passing the information along.”

— If you know someone is gossiping, tell them you know. Describe how such behavior makes others mistrust them because, as a general rule, no one wants to be the subject of gossip. For some, this single statement will be a realization that will result in an immediate change for the better. Sometimes the employee doesn’t fully understand why he behaves the way he does. He or she may not be aware of the full impact the behavior has on their own credibility within the team. Explain what the consequences will be if such behavior continues.

— During each staff meeting, add an agenda item titled “Rumors.” Ask employees what they are listening to on the grapevine. Commit that if they are willing to share the rumors they are hearing and provide you with this information, you will in turn pursue the rumors and communicate your findings to the group. Then do it.

Setting boundaries and expectations around gossip, rumors and gossip gives employees permission to hold each other accountable for having a “gossip-free” workplace. Be sure to have one-on-one and group conversations with employees about the negative impact gossip has in the workplace. Most employees will come to the same conclusion as supervisors and managers, namely that gossip is problematic in their workplace and they have some control and responsibility to make sure it doesn’t happen.

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