![]() ![]() An example would be an employee going above-and-beyond in serving a customer, then management sharing the story company-wide and through social media to increase brand value. Think of examples where peers and bosses can communicate to each other what they feel proud about at work. The flipside of negative gossip is to create a culture where people share positive stories about work, customers, and culture. If you’re a manager, meet with your team.īring up the topic of gossip in a staff meeting to educate your team on its negative consequences. The point is not a pummel session, but to tactfully demonstrate with specific examples how your colleague’s behavior is affecting and disrupting work. This will take some courage, but stand up to the lead perpetrators and address them one-on-one in a neutral and more private room or office so others can’t overhear. Management that support a healthy work environment should now address the issue in a way that reinforces and promotes the a positive culture. Have the courage to inform your immediate boss if the gossip is growing and gaining followers. The message you’re communicating to others is that the behavior won’t be tolerated. Be assertive, walk away, or change the subject when the gossip starts. Set an example.īe a good role model for others to follow and don’t engage in the gossip. If, for example, a manager discloses confidential information that leads to workplace gossip about an employee, that manager faces the risk of disciplinary action or even termination. Many companies protect employees from disclosing sensitive information to others. Enact ‘zero-tolerance’ policies on workplace gossip.
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