Rumors in the workplace

The Four Pillars of Defamation For a written or oral statement to be defamatory, in addition to being untrue, the statement must also be: You need to confront the gossiper. Workers exposed to negativity affect coworkers negatively, who then become negative themselves, with significant harm to morale and performance.

Gossip involving workplace change is most likely to occur during times of rapid change and uncertainty. Such a direct demand may be enough to get them to stop.

The University of Virginia Faculty and Employee Assistance Program says that an unhealthy workplace due to gossip can force quality employees to quit. Perhaps the information is true, but damaging, or perhaps the information is not true or only partially true.

Easy Does It There are several reasons for avoiding speaking or writing critically about Rumors in the workplace coworker beyond your possible exposure to a defamation suit.

Read more about Workplace Communication All About If you can discover even the smallest bit of truth, consider it carefully and objectively so that you can focus on the issue—which is the negative effects of gossip—calmly and professionally, without resorting to potentially harmful emotions.

Still, this exercise is useful because it has the potential to prevent future gossip about you in two ways: If you allow yourself to participate in workplace gossip, you perpetuate it and damage your own image.

People become fearful about possible negative effects on their own jobs and careers. If you discover that you are the target of negative gossip, it is apt to be very upsetting.

Rumoring usually fills a vacuum of information, so fill it with the truth, with official information that people can talk about and pass on. Organizational Rumors Gossip relating to organizational changes, as opposed to being directed against an individual, tends to spread and grow like wildfire and should be dealt with sooner rather than later.

Besides his clinical work and university teaching, Martin Seidenfeld, Ph. Here are some suggested approaches to stop others from spreading gossip.

When a malicious rumor starts about so-and-so, suggest asking so-and-so about it. Positives Although employers and employees commonly regard workplace rumors as negative, rumors can help employees spread positive news. Rumors and gossip spread in break rooms, around the proverbial water cooler, and sometimes, directly on the line.

Generally, your professional life is most secure when you remain above the chatter. To stop rumors in your team, you need to confront the habitual rumor monger.

How to Deal With Rumors at Work

If people are spreading rumors about others, do not participate. To counter individual rumors as they arise, you need to spread the truth as quickly as possible. Whether the rumors are about management, company operations or other employees, they can spread quickly.

Part of you might want to tell your colleagues to grow up and stop acting like teenagers in high school, while another part might just feel down about working in a caustic environment. When you hear that employees are saying something that is not true, the natural reaction may be anger or indignation.

Truth or Consequences An essential element of defamation of character is that the statements spoken or written are not only harmful, but untrue.

Reasons The website Mind Tools suggests that people start rumors because of a need to feel as though they know inside information.

While some may be harmless, it is necessary to deal with rumors in the workplace immediately -- before they are allowed to spread out of control. Discourage interoffice gossip and rumors.

However, rumors in the workplace can occasionally be beneficial for staffers. Understand that the source of the rumor may not be malicious, and it may be a simple misunderstanding. When the Target is Other People: If they are gossiping about another member of your team tell the gossiper that you intend to report back to the targeted person.

Gossiping About People When discussing coworkers in a personal way, always question yourself about your own motivation. Most people engage in rumoring, but some people are vicious about it, you need to identify them and know what to expect from them.

Managing Gossip Whether the gossip is personal, directed at yourself or at one of your employees, or if it is relates to workplace change, definite, prompt steps must be taken to prevent staff morale from plummeting. It may seem counter-intuitive, but you should focus on trying to help the gossiper.

Gossiping helps them to get the attention they crave.managers and assume they are only out for themselves” (p. 62). IV. Management – Choosing to Ignore Workplace Rumors At times, management may choose to ignore rumors in the workplace. Gossip and rumors are most likely to spread when there is a lack of clear, frequent communication between management and workers.

Often, rumors are about organizational changes that are coming, or are feared to be coming. The rumor’s focus will be on what’s happening in the organization. Rumors in the workplace are a common everyday occurrence.

You may hear whispers around the office that are hard to ignore. Rumors, whether they are about you, a coworker or the organization, can be hurtful and damaging. In short, employees are capable of gossiping about anything—and they do—in a workplace that fails to manage gossiping employees.

Workplace Gossip and Rumors

Managers and Gossiping Employees Many managers turn a blind eye to employee gossip (or worse, participate in it). The results of workplace gossip can be disastrous, so managers need to know how to stop it.

False workplace gossip can result in company liability “The rumors started with the idea that. I just read a fabulous article by Rick Roller at the killarney10mile.com entitled “GOSSIP, the Virus in Your Workplace.” Mr.

Roller’s insights about how destructive gossip is in the workplace and why employers need to deal with it as early as possible struck a chord, especially in light of our recent discussions about workplace bullying.

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Rumors in the workplace
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