Addressing rumors at the workplace without removing the water cooler
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Addressing rumors at the workplace without removing the water cooler

As long as people work together, employers will have to cope with gossips amongst employees. Coworker hostility and workplace disruption are two of the most common outcomes of workplace rumors. Gossip is seldom flattering and, in most cases, has no basis in fact. It has the potential to inflict irreversible harm. An employee may display undesirable personality characteristics about the private affairs of others. In addition, employees who are found chatting with coworkers around the water cooler waste their precious time and hinder their capacity to perform.

It is impossible for an employer to put a halt to workplace rumors and unessential gossips. Employees’ conversations during working hours have a direct influence on the products and processes they create. A few steps are imperative to cope with workplace rumors.

Improving employees’ attitude

Employees may be less likely to spread rumors if they realize the harms and costs associated therein. Encourage your coworkers not to spread rumors about one another during casual conversation. Motivate the staff to have one-on-one interactions with the rumor spreaders to rectify misconceptions and suppress any negative, incorrect chatter.

Putting professional restrictions

Employees should be pushed to their limits. Individuals who overwork will have less time for idle chatters. Employees will not be permitted for spreading false rumors about their coworkers’ personal lives. Anger, stress, and organizational disunity may result from attacks on other workers, whether motivated by hate for an individual or a desire for personal advantage. Employees should be made aware of the negative consequences of engaging in gossip.

Counseling produces better results  

To ensure the employees do not waste time or resources, managers should launch counseling sessions for the staff. The HR specialists should deal with issues when they arise. Laws must be followed. Employees should be made aware that the National Labor Relations Act does not bar them from discussing their salaries, hours, or working conditions with their supervisors. Curve the employees towards healthy talk and constructive activities.

  • Establish a dispute management unit.
  • Ask employees to show patience.
  • Announce awards for those who avoid spreading rumors.
  • Hold the rumor spreaders accountable.
  • Conduct employees’ behavioral audits.
  • Cross-check attitudinal characteristics of employees.
  • Level up stronger supervisory roles.
  • Whistle-blowing can mitigate rumors.
  • Prepare employees to take things as a challenge.
  • Demote employees who like back-biting.
  • Introduce salary cuts for manipulation of facts.
  • Ignoring often appeases workplace worries.
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