Here we go… 1.
Although a little chitchat around the water cooler builds office morale, feeding the rumor mill and encouraging gossip isn't good for anyone.
While malicious gossip about employees damages relationships and can even result in lawsuits, rumors about institutional issues are harmful, too. If your employees are whispering about layoffs or how an impending merger might result in job cuts, you have a workforce that doesn't trust management, which quickly causes alienation and employee disengagement.
Whether you have one employee or a few who are notorious for spreading half-truths, start with general guidelines and training about gossip before confronting suspects personally. Write a section about rumors and gossip for your employee handbook, telling employees how you expect people to respond to gossipy coworkers.
Say that you don't condone rumors and gossip, and that you expect employees to refrain from this type of harmful communication out of respect for colleagues and for the sake of productivity and office morale. Provide tips on how employees can deal with a loose-lipped colleague in the same section of the employee handbook.
Suggest defusing a gossiper's negative comments before he can make them by saying something positive first. If he tries to turn your words around, politely asking,"What do you mean by that?
Alternatively, people can refrain from participating in rumor-spreading by reminding gossipers that everyone has plenty of work to worry about already. Email all the workers in your company with a copy of the new policy.
Ask everyone to take the time to read it, and emphasize that it's been added because you're concerned about gossip in your workplace.
Develop an open information policy to squash institutional rumors. Let your employees know what's going on as soon as you know. If people are talking in hushed whispers about layoffs, be forthright about whether letting employees go is a possibility.
Be clear about what information you consider when making promotion and raise decisions, and tell people that your door is always open if they have questions about the business or its operations.
Meet with the individual causing problems if gossipy behavior continues. Express your concern about how the person interacts with coworkers. For example, "I'm concerned about how you're associating with your colleagues. I understand that you've been circulating some rumors. If the person blames you, ask for suggestions about how to encourage more open and honest communication.
If the person accuses you of something, say, "We're not talking about that. I'd just like to ask that you watch what you say to your coworkers in the future.
Follow up with the person if rumor-spreading continues.
Remind her of your last conversation and say that the behavior has to stop. If it doesn't, you'll have to issue a written warning, or contact the HR department, if your company's big enough to have one.
Issue a written warning if the behavior continues, including a line that indicates that continued gossiping is grounds for dismissal. Terminate the person's employment as a last resort.Apr 11, · Writing policies prohibiting gossip may be tricky enough that companies may instead want to focus on educating employees about the dangers of .
Dealing with gossiping employees in the swiftest way possible is the best thing that you can do for your employees. When you take the steps to encourage positive gossiping, it will help to eliminate the need for malicious gossip.
Tell your employee that his scores for things like cooperation, employee relations, communication skills and leadership skills are lower than they would ordinarily be because of his tendency to gossip.
Explain that you think gossip hurts productivity, morale and communication in the workplace. Explain why. Gossiping Employees. If the employer finds out that one employee is involved, chances are there are other employees involved because gossip isn't really gossip unless it spreads.
Assuming the other employees can be identified, it's a good idea to meet with the .
Bad Take The CEO of Laura Ingraham’s LifeZette Won’t Stop Talking About His Employees’ ‘Boobs and Butts’ ‘Is it just me or are [her] tits getting bigger?’ the conservative site’s. A reader writes: I am a first-time manager to a small team consisting of a few departments in a service-based industry.
A woman I manage, “Lucinda,” appears to thrive on manufactured stress.