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WINTER 2016
P
ssst. Have you heard the latest? Office rumors can be more
than just annoying. They can adversely affect morale and
productivity, especially if they concern possible layoffs
or other major company changes. If you’re a manager facing this
problem, don’t just silently watch while gossipmongers spread their
poison—take action. Remember, any courageous individual can
begin to eliminate rumors. Below are three effective steps to help
you move forward in your rumor-fighting efforts:
When someone tells you a rumor, do more than merely
refuse to pass it on.
Respectfully and directly share with the
person (a) your intention to not let this information go any
further, and (b) the reasons you believe passing along this kind of
information is hurtful. The better you help others see the negative
consequences of their actions, the more likely they are to limit this
behavior in the future.
Identify those who might have influence with the
people spreading rumors, and engage them in a similar
conversation.
For example, you may be aware of several people
who seem to form the “information hub” in your office. If you have
a strong enough relationship with one or two of them, approach
them directly. If not, you may have some influence with someone
else who has influence with them. Engage this person, and see if he
or she agrees on the merits of approaching these individuals.
If you have information that could discredit a rumor,
share it.
Rumors, like mushrooms, require darkness to grow.
By shedding light on the topic, you can help to squelch the
rumor’s power. Keep in mind that if everyone is talking except
management, employees tend to assume the worst. VitalSmarts,
a corporate training company, recommends that you gather
staff members together and use your STATE skills. STATE stands
for “Share your facts, Tell your story, Ask for others’ paths, Talk
tentatively, and Encourage testing.” By following this process, you
help others see why you’ve concluded there are inaccurate rumors
floating around, based on the more credible information you
provide. Be sure to create an atmosphere that makes people feel
safe to engage in dialogue—not monologue—in these sessions.
Some companies, during times of extreme stress and change,
actually hold “Rumor of the Week” meetings. The purpose
is to replace rumors with accurate information. When a
manager can’t answer a question for reasons of propriety
or because decisions have not yet been made, he or she will
acknowledge that information wasn’t available and commit to
share the information as soon as possible. Such forthrightness
and honesty make these sessions a highly valued source of
information. The rumor mill will still run, but it will run with
far less efficiency.
How to
Stop the
Rumor Mill
Workplace gossip can
have costly repercussions