Stress And Workplace Gossip
Most of us do it and some of us even start it.
It is frowned upon publicly, but privately it is often indulged in. It is not welcomed in the workplace, unless you are a professional gossiper. Then you can make money through publishing it in magazine and newspaper columns or even through your own talk show. However, in some places around the world, it is seen as downright criminal.
Stress and Workplace Gossip Is Detrimental
A 1941 Soviet war poster conveyed the message: “Don’t chatter! Gossiping borders on treason”. In many religious circles it is seen as a sin. Judaism considers gossip spoken without a constructive purpose as sinful, as it demeans the dignity of man – both the speaker and the subject of the gossip.
Gossip is seen as idle talk or rumour, especially about the personal or private affairs of others. The term is sometimes used to specifically refer to the spreading of dirt and misinformation.
Workplace Gossip Is An Attack
Peter Vajda identifies gossip as a form of workplace violence, noting that it is “essentially a form of attack.”
Accordingly, many companies have formal policies in their employee handbooks against gossip.
Stress And Workplace Gossip: Negative Consequences:
- Lost productivity and wasted time
- Erosion of trust and morale
- Increased anxiety among employees as rumours circulate without any clear information as to what is fact and what isn’t
- Growing divisiveness among employees as people “take sides”
- Hurt feelings and reputations
- Jeopardized chances for the gossipers’ advancement as they are perceived as unprofessional
- Attrition as good employees leave the company due to the unhealthy work atmosphere
Beverly’s 5 Prevention Strategies For Implementing a “No Gossip” Culture and Celebrating End Gossip Day:
- Clear communication of expectations: Leaders should clearly communicate the organization’s stance on gossip. This can be done through written policies, team meetings, and training sessions. Employees should know that gossip is discouraged and understand the consequences of engaging in it.
- Establish a zero-tolerance policy: Leaders can set the tone by implementing a zero-tolerance policy for workplace gossip. Such a policy should outline the consequences of engaging in gossip, making it clear that it is not acceptable.
- Leading by example: Leaders must model the behavior they expect from their team. By avoiding gossip themselves and demonstrating open, honest, and respectful communication, leaders set the standard for others to follow.
- Promote direct communication: Encourage employees to address concerns or conflicts directly with the individuals involved rather than resorting to gossip. Leaders can provide guidance on effective conflict resolution.
- Enforce accountability: Leaders should be consistent in enforcing the no-gossip policy. When they encounter instances of gossip, they should address them promptly, emphasizing the importance of maintaining a respectful and professional work environment.
By implementing these strategies and emphasizing their significance, leaders can effectively create a “No Gossip” culture in the workplace. This, in turn, leads to improved communication, collaboration, job satisfaction, and morale among employees. . Leadership plays a crucial role in implementing these strategies effectively.
Remember:
Gossiping is a reflection of who you are at the core.
- Consider the conversations that you have. Are they serving a purpose? Is that purpose constructive? Is it focusing on solving issues or just to draw people to ‘your-side’?
“…Without a constructive purpose.” This is what separates gossip from regular conversation.
- It can be hard to avoid gossip. Become skilled at walking away or changing the subject. If you can, focus the conversation on problem solving instead of allowing the ‘attack’ to continue.
Gossip can cause a great deal of stress in our workplaces and communities. Workplaces that are entrenched with gossip grapevines can see their productivity and engagement plummet. Communities can split apart. Though sometimes there is entertainment value attached to the gossip, the end result is hardly worth it.
Contact Beverly about hosting a workshop for your team in dealing with negative behaviours such as stress and workplace gossip. Learn to nail down strategies to encourage a happy and safe working environment!
If you have some strategies to share – comment on this posting!
Additional Postings:
Dealing With Difficult Employees