Damn it! Are you listening? New research highlights the potential value of something commonly perceived as harmful in the workplace: gossip.
The study was published in the journal Group/organization management. Academic researchers from the United States and South Korea surveyed 338 nurses from the latter country about good and bad gossip in the workplace. As a result, nurses welcome workplace gossip when colleagues speak positively about their boss or employer, but dismiss negative gossip as unhelpful information from complainers. I found out that
Researchers suggested that positive gossip can be empowering for employees and beneficial for employers as well. They emphasized that positive workplace gossip can reduce the probability of employees’ voluntary turnover and ultimately increase employer effectiveness.
However, not all types of gossip and their consequences are positive. Other experts also weighed in on the damage gossip can do.
Advantages and disadvantages of workplace gossip
Gossip often contributes to unhealthy workplaces, said Daniel Voscaljon, co-founder of the Healthy Relationships Academy in Cheyenne, Wyoming, which works with employers to establish workplace wellness programs. Ta.
“It differentiates gossipers from those who don’t know much, and it tends to position the subject of the gossip against the people whispering about it,” he says.
But as research has highlighted, Boscalhon believes gossip can play a positive role in the workplace.
“Over-managing a workplace tends to create a cold environment, with no interaction or communication between employees. In such an environment, some communication is likely to be healthier than no communication. There is,” he explained. “In some cases, informal or backchannel communication about employees can help people come together to support employees in difficult situations.”
Jamie Viramontes, founder and CEO of Connect, a human resources services provider in Newport Beach, Calif., says workplace gossip can help shape employees’ opinions about pending decisions. Point out that there is a gender. For example, if a company is considering relocating its offices, gossip can allow leaders to “temperature test” how employees are feeling about the potential move.
But it can backfire.
“Gossip can easily get out of control,” Viramontes says. “Gossip is hearsay, not fact-based information shared among co-workers, and can quickly cause uncertainty, concern, and negative emotions. Rumors can be used to discuss serious topics such as compensation. It can create anxiety and foster a culture of confusion, which is counterproductive for any department, team, or company.”
However, Sanchez supports a healthy exchange of ideas about workplace situations.
“Probably, in some way, those conversations [can] “We uncover great ideas to improve the environment, workplace culture, and employee experience and engagement,” she said. “If employers are going to provide some space for psychological safety, they should welcome employee feedback and expect to be able to change some of the things that are within the employer’s control.”
How to deal with workplace gossip
No matter what HR does, gossip will fly around in the workplace. Given this reality, how can leaders ensure that workplace gossip causes little or no harm?
Sanchez recommends creating opportunities for employees to share their thoughts, such as work groups, committees, and task forces, to stay ahead of the gossip.
“At the end of the day, employees just want to be heard,” she says.
Sanchez said that in her nearly 30-year career in human resources, she has never disciplined or fired someone for gossip. Employers can instead focus on establishing a culture of positive behavior expectations.
If negative behavior, including harmful gossip, disrupts the workplace culture, Sanchez recommends having a “phone conversation” with the culprit. In a phone conversation, focus on acknowledging someone’s negative behavior rather than criticizing it, and ensuring everyone involved agrees on appropriate workplace behavior. .
“My hope is that taking one phone conversation at a time will reduce gossip in the workplace and strengthen organizational culture. I don’t think there’s a way to stop gossip completely,” Sanchez says. said.
Employers can stop potentially harmful gossip by addressing it quickly, Viramontes said. For example, an employer may schedule an all-hands meeting or town hall to address rumors, or invite employees to ask questions anonymously or directly.
Meanwhile, Boscalhon suggests fostering an atmosphere of positive, healthy interaction to stay on top of workplace gossip.
“Employees who genuinely respect and care for each other will naturally avoid spreading rumors or discussing other people’s situations in embarrassing or disrespectful ways,” he said.
John Egan is a freelance writer based in Austin, Texas.
