From Gossip to Growth | Eradicate Workplace Gossip Rika Whelan | Workplace Gossip Strategist

Come and learn the strategies you must implement to ensure your teams don't gossip. 
In this 2-part series, I'll be sharing 10 ways that you can build gossip-resilient teams:
Understanding the Impact of Gossip: Have discussions with your team about the impact of gossip on the team, individuals and the organisation as a whole. Human Resources, Financial, Reputation, Culture
Identifying Gossip Triggers: There are common triggers to gossip. As a team, sit down and discuss what these are for people. It could be jealousy, a lack of information (therefore filling the gaps with gossip), lack of communication, speculation occurring, being upset with someone and discussing it with others instead of directly with that person (fear of conflict) etc.
Fostering Open Communication: Open channels of communication, going directly to the person instead of discussing it with others, not conveying another person’s personal information to others, feedback culture, giving feedback and taking it as that, not getting frustrated and then sharing your frustration with others,
Setting Clear Expectations and Policies: Set clear expectations with your team through policies and procedures, clear expectations before projects, about gossip etc. Your team can’t stay within the boundaries if they don’t know where the boundaries are.
Leading by Example: A leader’s role in setting the tone for the team's culture, is crucial. A leader’s behaviour and attitudes towards gossip can influence the entire team. They can’t expect their team to not gossip if they gossip.
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How can you ensure that new employees don’t gossip?
Imagine this: you have a completely gossip-free environment, a positive company culture, and great team communication, and then… a new employee comes along and ruins it.
Within weeks of them starting in your department/organisation, you notice a drastic decline in team morale, there’s misunderstanding upon misunderstanding.
You decide to ignore it because they must still be fitting in and you had such a great interview with this new employee, you feel you just want to give them a fair chance.
What would you do?
According to the Tuckman model (tune in to an upcoming episode where I'll explain this in detail), all teams will go through a storming phase when a new employee comes along as they learn to work together.
However, when does this become concerning?
When it comes to gossip and negative attitudes and spread to other employees, you should always take it seriously and ensure you speak to your team, no matter how short or long they’ve been there, no matter what they’re working through in their personal lives, gossip and negative attitudes should not be taken lightly.
It can cause a lot of damage in a very short amount of time, and you’ll have to spend a significant amount of time repairing the damage.
So how can you ensure that this doesn’t happen?
You gossip-proof your onboarding process.
Discuss no-gossip policies and expectations in interviews.
Onboarding documentation - must be clear regarding the expectations!
Onboarding Training - must be clear regarding the expectations!
No-gossip pledges or value statements.
Open channels of communication.
Follow-up meetings at 3 & 6 weeks and 3&6 months.
Make necessary changes to onboarding programs.
Accountability
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Be a guest on the show
Book a time to chat with me here

By now, It’s no secret that I feel passionate about eradicating gossip in your workplace.
Today, I want to talk to you about the 10 ways that gossip will harm your organisation. 
A: Workplace Environment
Let’s start by looking at this from a workplace environment perspective:
1. It will cause a toxic work environment - which can lead to fixed mindsets where people are unwilling to change, unwilling to accept change and unwilling to grow themselves or the organisation.
2. Decreased Innovation: Gossip can stifle creativity and innovation as employees may be hesitant to share new ideas or take risks for fear of becoming the subject of gossip. This can hinder an organization's ability to adapt and compete effectively.
B: Human Resources
Let’s look at this from a Human Resources perspective:
3. It will cause high staff turnover. After all, why would someone stay in your organisation if they are being bullied and mistreated?
Your HR team will be working extremely hard to attract talent and then also to retain it because people will come and then go again if the environment is toxic.
4. This can then cause damage to the organisation’s reputation. Remember people talk. They will leave the organisation and tell people not to go and work for it as it has a toxic culture.
5. It can cause legal issues. People who decide to not leave the organisation might take legal action against the people who they believe are bullying them, discriminating against them, harassment claims, a hostile work environment or even defamation claims.
C: Financial Consequences
This leads us to the financial consequences gossip can have:
6. Legal costs - to deal with any claims that have been made as mentioned in the previous section
7. Increased employee turnover, will cost the company time and money. The cost of recruiting, hiring, and training new employees to replace those who leave can be significant.
8. Decreased Productivity: Gossip often leads to decreased productivity as employees spend time engaging in gossip rather than focusing on their tasks. This can result in missed deadlines, incomplete projects, and overall lower output, all of which can impact an organization's financial performance.
9. Increased Absenteeism: Gossip-related stress and anxiety can lead to increased absenteeism, as employees may take sick days or personal days to avoid the workplace. This can result in additional costs related to paid time off and the need to cover absent employees.
10. Customer Perception: If gossip about internal issues becomes public or reaches customers, it can affect their perception of the organization. Negative publicity or a damaged reputation can impact customer trust and loyalty.
 
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Gossip can have some really devastating and damaging consequences for the person who is being gossiped about.
In this episode, I discuss 7 devastating consequences workplace gossip can have on the individuals being gossiped about. 
Damage to Reputation: Gossip can tarnish an individual's reputation, leading to personal and professional setbacks.
Erosion of Trust: Gossip erodes trust among peers and colleagues, leading to strained relationships.
Negative Emotional Impact: Gossip can cause stress, anxiety, and even depression, negatively affecting an individual's mental health.
Isolation: Those targeted by gossip may feel isolated and excluded, leading to a sense of loneliness.
Impaired Self-Esteem: Individuals subjected to gossip may experience a decline in self-esteem and self-confidence.
Reduced Productivity: Gossip consumes time and energy, reducing an individual's productivity at work or in personal life.
Impact on Mental Well-being: Gossip can lead to mental health issues, contributing to a negative overall well-being.
Be a Guest on the Podcast
Who am I looking to interview? Leaders and employees who have experienced workplace gossip and who have strategies and tips to share with leaders who are committed to breaking the cycle of workplace gossip.
Click here to book an interview time. 
Free Download: Gossip Risk Assessment
Click here to download your free risk assessment (for the leadership team to complete)
Free Download: Culture Survey
Click here to download your free culture survey (for employees to complete)
From Gossip to Growth Program
If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step, in-depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible. 
Place your name on the waitlist here to find out when the program launches. 
Join the Community
Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip
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Have your question featured on the podcast
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I've often been asked what is the difference between Office Chatter and Gossip. 
Let's define each of the terms:
Office Chatter: Office chatter refers to casual and often light conversations that take place in the workplace. It includes discussions about work-related matters, general news, and even personal topics that aren't meant to be harmful or damaging. Office chatter can help build camaraderie, create a sense of belonging, and foster a positive work environment. It's typically harmless and contributes to a healthy workplace culture.
Gossip: Gossip, on the other hand, involves discussing personal or private matters about others, often without their knowledge or consent, and frequently with a negative or judgmental tone. Gossip can be damaging as it spreads unverified information, harms relationships, erodes trust and creates a toxic work environment. It often focuses on personal aspects of someone's life that have no bearing on their work performance or job responsibilities.
Distinguishing Factors between Office Chatter and Gossip:

Intent: Office chatter aims to connect, share experiences, and create a friendly atmosphere. Gossip, however, often involves spreading information with the intention of causing harm, stirring drama, or undermining someone's reputation.


Content: Office chatter encompasses a wide range of topics, including work-related matters, shared experiences, hobbies, and interests. Gossip tends to focus on personal details, rumours, judgments, and negative assessments of individuals.


Effect: Office chatter contributes positively to workplace culture by building relationships and fostering a sense of community. Gossip has a negative impact, eroding trust, creating tension, and damaging morale.


Consequences: Office chatter can strengthen bonds and improve team dynamics. Gossip can lead to misunderstandings, conflicts, and a decline in productivity.

Listen as I also share what you can start doing immediately, regarding gossip in your workplace. 
Next steps:
From Gossip to Growth Program
If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step, in-depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible. 
Place your name on the waitlist here to find out when the program launches. 
Join the Community
Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip
Let's Connect
On LinkedIn
Have your question featured on the podcast
Click here to submit a question

In this episode, I'll be delving into 5 myths/limiting beliefs about workplace gossip that might be holding you back from dealing with workplace gossip.
Grab a notebook and pen and let's bust some myths!
 
Myth 1: Workplace gossip is inevitable and happens in every workplace
While it is true that workplace gossip can occur in many organisations, it is not an inevitable part of every workplace. By fostering a culture of open communication, transparency, and respect, organisations can create an environment where gossip is minimised. Encouraging employees to address conflicts directly and promoting a positive work culture can help reduce the occurrence of workplace gossip.
 
Myth 2: I don't have time to deal with gossip
Dealing with workplace gossip may seem time-consuming, but it is essential for maintaining a healthy work environment. Ignoring gossip can lead to the spread of false information, damaged relationships, and decreased employee morale. Taking the time to address gossip can prevent further escalation of conflicts and promote a more productive and harmonious workplace.
 
Myth 3: Adults should be able to deal with their own conflict and don't need a mediator
While it is true that adults should be able to handle conflicts on their own, sometimes a mediator can help facilitate a resolution. In cases where workplace gossip has become pervasive or is causing significant disruption, a neutral third party can provide guidance and support in resolving the conflict. Mediation can help ensure that all parties involved have a chance to be heard and that a fair resolution is reached.
 
Myth 4: Gossip is Harmless Banter
Contrary to popular belief, gossip is not harmless banter. It can have serious consequences for individuals and the organisation as a whole. Gossip can damage reputations, create a toxic work environment, and lead to decreased trust among employees. It is important to recognise the negative impact of gossip and take steps to address it effectively.
 
Myth 5: Ignoring Gossip Is the Best Strategy
Ignoring gossip is not the best strategy for dealing with workplace gossip. Ignoring gossip can perpetuate false information, allow conflicts to escalate, and create a culture of fear and mistrust. Instead, it is important to address gossip directly, encourage open communication, and promote a culture of respect and accountability. By addressing gossip head-on, organisations can create a healthier and more productive work environment.
In conclusion, workplace gossip is a prevalent issue that can have significant consequences for individuals and organisations. By debunking these myths and taking proactive steps to address gossip, organisations can create a more positive and productive work environment. Remember, fostering open communication, promoting transparency, and addressing conflicts directly is key to combating workplace gossip.
 
From Gossip to Growth Program
If you want to learn more, add your name to the waitlist of the upcoming program, 'From Gossip to Growth' where I'll be taking you through each step, in-depth and give you all the templates, prompts, scripts and everything you need to make the process of eradicating office gossip as smoothly as possible. 
Place your name on the waitlist here to find out when the program launches. 
 
Join the Community
Click here to join the group: Leaders Breaking the Cycle of Workplace Gossip
 
Let's Connect
On LinkedIn
 
Have your question featured on the podcast
Click here to submit a question