Stopping Gossip – Can We Discipline Employees for Gossiping? Mostly Yes!

Photo by Anastasiya Gepp from Pexels

Why Should I Stop Gossip?

Gossip is defined as conversations intended to hurt others or elevate oneself over another.  Not all negative comments are gossip. Spreading rumors can damage relationships, lower morale, increase anxiety and reduce productivity. If not addressed swiftly it can erode your employees’ trust in your firm’s leaders. This is a difficult issue to correct because, for the most part, leaders don’t want to get involved in stopping gossip.

Types of Talk You Cannot Restrict:

One of the things guaranteed by the National Labor Relations Act which applies to both private and public employees is that you cannot restrict the right of employees to talk about wages, hours, workplace conditions or any other employment condition which are rights that they guarantee.

What Do I Do to Stop Gossip?

• Ensure the employee code of conduct adequately addresses gossip and rumors. If you do not have a code of conduct you should create one.

• Look for systemic issues and patterns.  Does gossip center around one person? Do managers participate? Do managers condone gossip by remaining silent when they hear others talking about their subordinates or colleagues?

• Do your employees know the company values (hopefully you have them) and are they taught how to positively engage with others when problems arise?

When everyone supports and models the business’s values, employees will have the ability to self-regulate negative behavior before they do harm.  This will not only make your company a better place to work but will also make your employees more engaged.