Crystal Parlier, Client Service Specialist
October 19, 2015
The author of this latest blog post discusses the negative consequences of office gossip and offers advice to management about how to appropriately handle this morale-crushing behavior.
One of the biggest factors ruining office morale is gossip and rumors. Once the gossip starts, the rumors fly and that causes a cancerous trickle effect. Gossip in the workplace can lead to productivity issues; employees will start to distrust each other. Or if they are directly involved in the gossip, this can lead to issues with the relationships between employees and their management team. Top-performing employees may start looking for jobs elsewhere, increasing the company’s turnover rate. Consequently, the time it takes to hire and train new employees could cause missed deadlines. If the gossip is not dealt with appropriately then the original problems resurface and we’re back to square one.
Managers should feel empowered to take action and address gossip immediately. The first step is to meet with the specific source(s) of the gossip (if known) and address them directly. This conversation should take place in a confidential location where the discussion cannot be overheard, such as a conference room or office with a door that can be shut. The goal of this conversation is to inform them of the detriment of their actions and what the consequences of those actions are. It may even warrant a written warning, or more severe action, depending on the nature of the topic itself. Gossip should be taken very seriously and it’s important for the employees to know it will not be tolerated.
Next it’s important to meet with the entire team. No one should be mentioned by name but it’s a good topic of discussion to add to the agenda. It’s important for employees to understand the negative effects gossip has on office morale, and on their unity as a team. This is also a good time to set expectations for the consequences that will occur if more gossip is reported. Make sure it is known that negative gossip will not be tolerated.
Feel free to encourage positive gossip as it’s very effective to hear of good things going on within the company. As a manager, it is important to model the behavior you expect from your employees. If you are participating in negative gossip, realize the things you say as someone in an authoritative position may hold more weight. Not to mention the pressure some employees may feel to join in as a way of hoping to gain your acceptance.
Employees and managers alike have to understand that gossip creates a culture of negativity and distrust. It can also result in someone being offended or hurt by the rumor itself. If you’re a new manager and this is already a big issue, you need to act fast and get it under control. Managing a team isn’t just about making sure tasks are completed by their deadlines. You are also responsible for seeing that your employees feel comfortable in their work environment. Trust and comfortability lead to loyalty and productivity. And that’s a win-win for everyone involved.
REFERENCES:
New Managers: 5 Ways To Stop Negative Office Gossip: http://www.forbes.com/sites/lisaquast/2013/10/14/new-managers-5-ways-to-stop-negative-office-gossip
Crystal Parlier, Client Service Specialist
October 19, 2015
The author of this latest blog post discusses the negative consequences of office gossip and offers advice to management about how to appropriately handle this morale-crushing behavior.
One of the biggest factors ruining office morale is gossip and rumors. Once the gossip starts, the rumors fly and that causes a cancerous trickle effect. Gossip in the workplace can lead to productivity issues; employees will start to distrust each other. Or if they are directly involved in the gossip, this can lead to issues with the relationships between employees and their management team. Top-performing employees may start looking for jobs elsewhere, increasing the company’s turnover rate. Consequently, the time it takes to hire and train new employees could cause missed deadlines. If the gossip is not dealt with appropriately then the original problems resurface and we’re back to square one.
Managers should feel empowered to take action and address gossip immediately. The first step is to meet with the specific source(s) of the gossip (if known) and address them directly. This conversation should take place in a confidential location where the discussion cannot be overheard, such as a conference room or office with a door that can be shut. The goal of this conversation is to inform them of the detriment of their actions and what the consequences of those actions are. It may even warrant a written warning, or more severe action, depending on the nature of the topic itself. Gossip should be taken very seriously and it’s important for the employees to know it will not be tolerated.
Next it’s important to meet with the entire team. No one should be mentioned by name but it’s a good topic of discussion to add to the agenda. It’s important for employees to understand the negative effects gossip has on office morale, and on their unity as a team. This is also a good time to set expectations for the consequences that will occur if more gossip is reported. Make sure it is known that negative gossip will not be tolerated.
Feel free to encourage positive gossip as it’s very effective to hear of good things going on within the company. As a manager, it is important to model the behavior you expect from your employees. If you are participating in negative gossip, realize the things you say as someone in an authoritative position may hold more weight. Not to mention the pressure some employees may feel to join in as a way of hoping to gain your acceptance.
Employees and managers alike have to understand that gossip creates a culture of negativity and distrust. It can also result in someone being offended or hurt by the rumor itself. If you’re a new manager and this is already a big issue, you need to act fast and get it under control. Managing a team isn’t just about making sure tasks are completed by their deadlines. You are also responsible for seeing that your employees feel comfortable in their work environment. Trust and comfortability lead to loyalty and productivity. And that’s a win-win for everyone involved.
REFERENCES:
New Managers: 5 Ways To Stop Negative Office Gossip: http://www.forbes.com/sites/lisaquast/2013/10/14/new-managers-5-ways-to-stop-negative-office-gossip