Office gossip is the not-so-silent killer of office culture and morale. And as much as everyone likes to think it won’t be a problem in their office, it can easily creep in if you don’t set up some guardrails.
The first thing to realize is that gossip doesn’t have to be a bad thing. You don’t want to fall into the trap of micromanaging so much that your team does not feel free to relax and create their own interpersonal relationships. Studies even indicate it can promote camaraderie, and even reduce stress. The point is to create an environment where the malicious, destructive gossip does not have an opportunity to flourish.
Next, make sure you are modelling the behaviour you want your team to embody. When you have negative feedback, deliver it respectfully and in private. Save only praise for the open workplace. Be direct, and demonstrate clear boundaries.
Value communication. Often, dissatisfaction and frustration is behind gossip; these feelings are often the product of vague or unclear directives, poor training, and lack of clarity. Ensure you are communicating well, and that everyone else on your team has the tools and resources to do the same.
Lastly, if you already have negative gossip causing a problem in the workplace, it may be necessary to address it directly with the perpetrators. Pay attention to who is at the center of the creating negative gossip – listen for blaming words, look for clusters of people whispering, and pay attention to the stress levels of the office when any particular worker is away on holidays. Have a frank conversation, in private, with the instigator about the impact of the behaviour, and the consequences for the continuation of the negative gossip.
Creating and modelling a strong, collaborative, respectful and inclusive culture, that values communication, should inoculate you against the negative effects of gossip. Protect that culture by addressing key participants when necessary, and you can create a productive and healthy work environment.
