July 2004 Food For Thought ********************************************** IN THIS ISSUE: Workplace Gossip "Whoever gossips to you will gossip about you." " Spanish Proverb Managing Your Mouth" How to Stop Workplace Gossip More than likely, you're aware of how the rumor mill begins: Sue: "Hey, Bill. Did you hear about Tammy? She was late to work this morning, and when she arrived, she had two different colored socks on!" Bill: "Hey, Janet. Did you hear about Tammy? She was late to work this morning. When she came in her clothes didn't match, and it looked like she just rolled out of bed and came straight here." Janet: "Hey, Ted. Did you hear about Tammy? She came into work late this morning. I guess it looked like she slept in the same clothes as the day before. Word is, she's having an affair!" While the example above may be extreme, it is a realistic illustration of how details can become wrongly skewed and then conveyed. No doubt, workplace gossip is a serious issue. While we may think of gossip as innocent chatter, workplace gossip can be damaging to employees as well as the company as a whole. The negative consequences of workplace gossip can include the following: " Wasted time and productivity as a result of time spent exchanging gossip. " A sense of heightened fear. " Quick circulation of false information. " Severe corrosion of trust of others in the workplace. " Hurt feelings and possible damage to one's good reputation. " Creation of a toxic work environment. Believe it or not, there are ways to stop gossip. The most obvious being: don't do it. Easier said than done, right? While it may be hard not to participate in the rumor mill, keep in mind that in the long run, you'll be better off. Here are some practical ways to put a lid on it. " When co-workers approach you with gossip to share, make it clear that you aren't interested. For example, you could say, "I like John and I feel like I would be betraying him if I talked about him while he's not here." Another way of excluding yourself from the conversation could go like this, "I'm not trying to be rude, but I'm not comfortable with this conversation. I'd rather not hear who's doing what to whom. I'm going to get back to work now." Notice that declarations like these aren't attacks on the gossipers, but rather a direct explanation of personal preference. Co-workers who are gossiping will most likely appreciate your tactfulness and honesty as opposed to an aggressive verbal criticism. " If you're concerned about some gossip, or think it may have the potential to seriously damage someone's reputation, consider taking the issue to your management. Explain the situation generally, without mentioning specific people. " Managers can do their part by improving communication. Gossip tends to occur when there is a lack of information. When facts are absent, employees may speculate, or circulate rumors. By keeping staff better informed, you will help remove employees' desire to gossip in order to fill the information gap. " If you identify one or two people who are at the forefront of the gossip-mill, you may need to talk to them individually, and privately. Explain the damage and problems caused. If the problem continues, you may need to make this a performance issue, since it can affect productivity. Above all, it's important to remember that if your healthcare organization tolerates gossip eventually nothing will be held sacred" everyone will be the subject of rumors and hearsay. Perhaps this week it's an administrator, and next week it's the new nurse on staff, but sooner or later, it is going to get around to you. |