People gossip before we find fire, housing or agriculture. It’s built into our culture and possibly our DNA.
Gossip informs culture and can affect connections and classification. And in many communities, it’s devastating.
If office gossip benefits you and those you work with, good for you. But if office gossip leads to stress, turnover or low satisfaction, it may be time to do something about it.
The first is a common boundary. Don’t talk to anyone on the team unless they are in the room.
It’s easy to say and surprisingly hard to do. Talking about the people behind them is built into management practice. It is also the main game of water cooler and the fuel of gossip.
One boss meets another boss to talk about an employee. And now there is a reason for gossip and surprise.
With space and time zoom calls, there is no longer any logical reason to leave someone. And you can take the position that if it’s worth talking about someone, it’s worth including what you’re talking about.
Once it becomes your habit, it becomes more difficult to guess about what was said, because nothing was said.
The second, which you can’t work on until you consistently do the first, is to challenge office gossip at every turn. Increasing DM traffic on your slack, cycles in the lunch room এ these weaken the company you’re building. You don’t tolerate petty cash theft from people or talking to your customers যা what you tolerate becomes culture.
Gossip will not disappear. It can’t. But making it clear to top performers that things aren’t like that here এবং and that means-sends a message about the focus and culture of the team you’re working so hard to build.