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There’s too much gossip in our office and it’s becoming destructive. How can it be eliminated? It’s hurtful and I personally experienced it recently. What can we do?
Regular readers will know this will be the second column regarding gossip which, I believe, is more negative to office morale than most people realize.
You say there is “too much” gossip but I’d suggest that any gossip is too much because of the pain it can cause, especially to those employees who are its victims.
Most of us, if we are candid, are drawn to gossip. We are fascinated by the unfortunate situations experienced by acquaintances and co-workers and we can sometimes exaggerate as we pass along what we have learned.
Gossip is always negative, never positive. Similar to the expose articles we see on the covers of tabloids – at the supermarket checkout – there is an attraction to the plight of others.
Modern society, it seems, has little regard for confidentiality and privacy, and the affection for gossip would seem to be consistent with this development. In fact, the more personal the information, the more it qualifies as gossip.
It is most unfortunate that you have experienced the cruel effects of gossip. Now, however, you are more than ever empowered to see it reduced significantly.
(You can never eliminate gossip entirely but with consensus and a company-wide policy it can be dramatically moderated.)
Start with yourself. Adopt the principle that you will politely leave a conversation if you can sense it is embracing gossip. Perhaps more importantly, decide that all gossip – which you may hear unintentionally – will end with you.
Introduce the topic – when appropriate – at staff functions. Avoid criticizing anyone by name but instead focus on your general belief that an office that approves of gossip is not a healthy workplace.
As noted earlier, it may be productive to pursue a company-wide policy on gossip, if there is not one currently in place. Speak to your supervisor first before recommending such a policy to your HR department (if you have one).
Stressing the positive news and achievements of various employees can be a proactive innovation which may provide a constructive alternative to gossip. You could also give leadership to this renaissance.
Most people agree that gossip is wounding but unfortunately it can still be attractive. Be proactive in your campaign against it through withdrawal from gossip-based conversation; pledge not to pass along what you’ve heard. And, tactfully promote a corporate policy on gossip that will reduce its acceptance.
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