We all know that gossip in the workplace is a problem. Gossipers are obviously not spending their work time working but around the water cooler whispering. In addition, rumors regarding layoffs or a Company’s financial health can have devastating affects on employee morale and productivity. Even worse, a particularly mean spirited rumor about an individual worker could land you in court with a harassment claim.
While you can't rid the workplace of all rumors, you can work to keep harmful gossip at bay. One of the easiest and most effective things you can do is to inform all employees that negative or malicious rumors or gossip is unacceptable. Spell out exactly what is prohibited in your organization's code of conduct policy.
Sample policy statement:
Rumors
Rumors are always destructive to all concerned - they benefit no one. For information about the company or about things that you think will affect your job, ask your supervisor or the Director of Operations. Please do not depend on rumors; get the facts.
You are expected to discourage the practice of starting or spreading rumors and to refrain from being a party to such actions. People found to be in violation of this policy will be subject to Progressive Discipline.
In situations where harmful rumors are circulating around your workplace and you don't know who instigated them, address the workforce as a whole. Although there might be only a couple instigators, a gossip problem doesn't get out of hand if there aren't others helping to spread the word. Plus, the targets of the rumors need to know they have support.
State in no uncertain terms that the gossiping, backbiting, etc., must stop. You are not there to lay blame; you just want to get the message across that the behavior is inappropriate — end of story. Take the opportunity to warn them that employees who are caught continuing to gossip are subject to discipline.
Then, make sure to discipline those who don't heed your warning. Whether termination is your first line of disciplinary offense is up to you, but, in general, should depend on the maliciousness of the rumor. Remember, you don't need absolute proof of guilt (reasonable proof will do). Termination for unacceptable or unprofessional behavior, or the inability to get along with others, could be appropriate.
Another step that organizations can take towards a more harmonious workplace is training. Subjects could include Respect, Harassment, Communication, and Conflict Resolution trainings. Trainings such as these are available through many companies and are fairly inexpensive. Check out the ones offered by People Wise of Missouri at www.pwhrm.com.
