In the Wizard of Oz, it was “Lions, tigers and bears, oh my gosh!” 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.” Put another way: a void will always be filled. If your company has a communication gap, it will be filled, and unfortunately often is filled with negative or incorrect information. So one of the most important and lasting solutions business leaders can apply is to constantly keep the vacuum filled with positive, accurate and timely information.
The following are suggestions to help you do so:
— Communicate regularly and consistently with employees about what is happening in the workplace. Regular communication with employees minimizes the influence the gossipy 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. On your daily to-do list, make communication with employees a priority, even if it’s just for a few minutes. The extra attention and communications will do wonders to stop gossip.
— Incorporate into your workplace expectations a goal of not engaging in the spread of gossip and rumors. For example, you can set an expectation similar to the following:
“Do not participate in the spread of gossip and rumors, 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 concerns you directly, 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 causes others to not trust 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 immediate change for the better. Sometimes the employee does not fully understand why he behaves in this way. He or she may not be aware of the full impact the behavior has on his or her own credibility within the team. Explain what the consequences will be if such behavior continues.
— During each staff meeting, add an item on the agenda titled “Rumours.” Ask the employees what they are listening to on the grapevine. Commit that if they are willing to share the rumors they hear and will provide you with this information, you in turn will pursue the rumors and communicate your findings to the group. Then do it.
Setting boundaries and expectations related to gossip, rumors, and gossip gives employees permission to hold each other accountable for a “gossip-free” workplace. Be sure to have individual 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 a problem in their workplace and they have some control and responsibility to make sure it doesn’t happen.