Workplace gossip throwing a monkey wrench in your organization's productivity?
By Valerie S. Nosek
People love talking about other people and people like hearing about other people’s business. Surprisingly, experts agree this behavior is a part of human nature. This fact explains why celebrity gossip magazines are so popular. It’s why strangers will strain to listen to juicy talk about someone they don’t even know. And, it’s also why gossip will never be completely eradicated from the work environment…but, that doesn’t mean human resource (HR) and management professionals should give up on trying to curtail workplace gossip.
Gossip Does More Than Just Waste Time…
While most in HR and management recognize employees gossiping as a time waster that lowers productivity, some negative outcomes may not be as obvious.
A recent study by Tim Hallett, an assistant professor at Indiana University, highlights the impact of gossip in the workplace through observation of staff at a middle school going through leadership change. The year-long study documents how gossip affects management, teamwork and employee retention. Originally published as “Gossip at Work: Unsanctioned Evaluative Talk in Formal School Meetings,” in the Journal of Contemporary Ethnography, Workforce Management reports on Hallet’s study in the article, “Gossip’s Toll on the Workplace.”
Gossip “played and important role in the construction of workplace problems and relational politics,” the study said. Hallett reported gossip undermined management’s ability to lead, it fostered resistance to change, perpetuated unnecessary drama and contributed to higher than normal employee turnover.
So, not only are individuals affected by gossip, but the workplace as a whole suffers. The following represent just a few examples of costs associated with workplace gossip:
- Lower morale
- Lack of trust
- Increased anxiety among employees
- Divisiveness as individuals “take sides”
- Irreparable damage to feelings, reputations, relationships
- Individuals who gossip viewed as unprofessional, thus jeopardizing chances for advancement
- Good employees leave due to an unhealthy work atmosphere
- Lost productivity
- Damage to organization’s reputation
- Damage to individual’s/employee’s reputation
- Possible legal issues
Confronting Gossip
Do not participate in gossip. If conversation drifts toward something you feel is leaning toward rumor, redirect the discussion. If this doesn’t work, let the person or group know directly that you will not participate in this type of conversation and excuse yourself from the conversation.
According to “Workplace Gossip,” written by Kit Hennessy, LPC, CEAP, “This will serve several purposes. It will send a message to the gossipers that what they are doing is not acceptable. Others who feel the same way as you do will be more likely to follow suit and not become involved with the gossip, thus taking away the audience. And lastly, you will feel good that you have said ‘no’ to something that wastes time and could cause harm.”
Leaders often make a mistake in pretending not to know about gossip or thinking that by admitting knowledge of the rumors adds credence to them. Instead, managers need to be attune to the grapevine and willing to take action.
One way to do this is by building good relationships with staff. In this way, staff members will be comfortable talking to you as a manager when they hear something that doesn’t seem quite right, or is unquestionably gossip. Keeping communication open is essential in limiting the rumor mill.
“One thing employees may gossip about is what management is or isn’t doing. Rather than allowing speculation to turn into misinformation, consider communicating regularly with your employees about what’s going on in your workplace, at least about things that don’t have to remain confidential for some reason. Open communication may stop some of the rumormongers from making up information. Moreover, the gossipers’ influence will be minimized because everyone – or at least those who need to be – will be “in-the-know.” When employees believe they have sufficient information, they’ll spend less time gossiping and more time working.”
- From “What Can HR Do About Workplace Gossip?” HR Hero, Sept. 1, 2009.
It may also be appropriate to address the issue of gossip in your Code of Conduct or disciplinary policy, where, through formal review and education, the organization can make employees aware that malicious gossip or other behaviors that create discord are subject to progressive disciplinary action as per policy. You may want to include a statement that clearly prohibits remarks about “the organization, co-workers, customers, competitors, agents or partners that could be considered harassing, threatening, libelous or defamatory in any way.” (“What Can HR Do About Workplace Gossip?” HR Hero, Sept. 1, 2009.)
Rely on your employee assistance program (EAP) for help in addressing workplace issues and problem employee behaviors that impact job performance. Ease@Work, a comprehensive EAP, offers consultation with a dedicated account manager and/or a clinical manager regarding workplace and employee concerns.
