By Greg Denaro
The occasional office gossip may start as an innocent, “Did you hear?” conversation in the break room; but regardless of the intention, gossip and rumors do more harm than good in the workplace. Not only can it potentially damage someone’s reputation with false information, but gossip may also negatively impact overall office morale and productivity. In fact, workplace gossip was ranked second among the top workplace distractions killing productivity, according to a survey by CareerBuilder.
Many employees may recall a time when they have taken part in some form of gossip, ranging from potential layoff rumors to the future of the company. While there is no way for employers to eliminate gossip entirely, there are steps management can take to help suppress it.
Here are seven tips employers can use to help keep gossip to a minimum:
1. Stress the importance of respect. Coworkers often gossip because they are bitter, or perhaps want to cause emotional pain to another coworker. Reminding employees of the damaging effects office chatter can have on others and the work environment, may help put it into better perspective for the perpetrators.
2. Communicate regularly with staff. Establishing company transparency can help minimize potential gossip and rumors, especially those that are far from the truth. During uncertain times, employees should be regularly updated on what is, or is not, happening in the organization. Allowing employees an opportunity to ask questions, followed by an immediate response from supervisors, also helps ease speculation.
3. Lead by example. A company’s culture is often based on the actions of its leadership, as many employees look up to executives and often follow their behavior. It is likely that if a supervisor is gossiping, workers will probably think it is okay to behave the same way. For upper management, the best choice is to lead by example and steer clear from participating in or condoning gossip. Additionally, employers or supervisors may be held liable, particularly if the subject of the gossip is defamatory or harassing in nature.
4. Offer an open door policy. Leaders should keep their office doors open as much as possible. If an office door is closed the majority of the time, it may give employees the impression that they cannot ask questions or address company issues. By having an open door policy, leadership can avoid unnecessary speculation and suspicion by maintaining a transparent atmosphere.
5. Establish guidelines. One way to help control gossip is to create and document official policies and guidelines in an employee handbook. This is an especially good rule when it comes to handling rumors that are slanderous, harassing, or disruptive to the work environment. Stating that this type of conduct is not tolerated and is subject to disciplinary actions, such as job termination, may help employees think more about what they say. Guidelines should also be defined for electronic communications, such as emails, social networking sites, and blogs.
6. Survey employees. Employee surveys can help management determine what rumors are circulating in the workplace, and help gauge potential topics for discussion to ease concerns. Once the information has been gathered, it should be discussed with employees as soon as possible in order to help eliminate false information quickly and provide the correct answers to put rumors to rest.
7. Evaluate workloads. Boredom on the job may lead to trouble. Supervisors should make sure employees are challenged and have enough work to keep them busy and focused on productivity instead of office hearsay.
Employers that take proactive steps to help reduce gossip will find a more cohesive environment that cultivates a positive, team-oriented workplace. Employees will be happier, more productive, and better positioned to serve the company.
