The results of a Harris Interative poll... recently asked more than 1,500
employed adults to name their biggest pet peeves about their jobs. Cited #1 by
60% of respondents, workplace gossip was the clear winner. Gossip seems to
satisfy a deep-seated psychological need for self-esteem. What better way to
pump up our image than by using negative talk to prove that we are clever and
knowledgeable and otherwise superior to our colleagues and competitors. If
spreading it provides perverse pleasure, so does listening to it - unless, of
course, it's about ourselves. Though most gossip is benign in nature, it can
easily spiral out of control into untruths that could cause another harm, pain
or confusion.

So, why do people gossip? First let's look at the seemingly less harmful
aspects. Gossip is generally a verbal medium to exchange casual information. But
it also has roots in human socialization habits. People gossip to cultivate
friendships. Gossiping is a way of developing a trust or rapport through the
implied intimacy of sharing secrets. Gossip is also used to exert influence.
Whether it is positive or negative information, it generally is used to sway
perceptions or opinions about an individual. It is also used as a networking
tool. All social animals know the value of meeting others and building
friendships at work to propel their careers or businesses. By discussing matters
of common interest there is bound to be some discussion of other people and
their activities around and outside the workplace.
Workplace gossip often involves spreading rumor or misinformation. People who
engage in this type of workplace gossip may do so for several reasons.
Primarily, they may have a strong need to "fit in" and feel that gossip will
help them achieve this. Unfortunately, gossiping often has the opposite effect.
Those who gossip often suffer from low self-esteem, and think that talking about
others or spreading rumors makes them feel important or powerful. In today's
world where knowledge is power, the gatekeeper of the information, regardless of
its veracity, has considerable power with which to exert their control. And,
like all unhealthy behavior, gossiping ultimately does not increase self esteem
or make the purveyor of the gossip feel more in control as people eventually
become cognizant of their motivations and actions. Most people know that if
someone is talking to you about someone, they are likely talking to someone else
about you as well. Therefore, a good rule of thumb at the office would be to
chose your friends wisely and keep your private life private.
Though, broader definitions of gossip extend to positive or neutral remarks that
are focused on making conversation that is centered on the activities and
behaviors of others outside the presence of that person, Peter G. Vajda, PhD. a
business trainer and coach, characterizes gossip as a form of workplace
violence. At first glance this might seem extreme, but consider how the
workplace has increasingly become a venue where people are spending more time
talking about someone else - in language that is most often hurtful, critical,
demeaning and judgmental - again without the one who is the subject of the
conversation present. He says that gossip is essentially a form of attack, which
often arises from an individual's conscious and unconscious fears.
Roughly 65 percent of people's discussions are gossip in nature-often to
entertain or help strengthen group ties. However, in the workplace gossip can
have dreadful consequences. It causes cuts in productivity and erodes trust and
team morale. Anxiety among employees is increased as rumors circulate in the
absence of any clear information network. Divisiveness rises among employees as
people feel the need to take sides. People's feelings and reputations are hurt
and damaged. Chances for career advancement for both the person gossiping and
the subject of the gossip are jeopardized. And valuable employees are less
likely to remain in an environment with a toxic atmosphere.

At one time or another, most of us have engaged in one of these types of gossip.
But workplace gossip causes a great deal of harm and impacts both the
individuals involved and the organization as a whole. Next time you find
yourself in situation where you're speaking about someone and you're not sure
what constitutes gossip ask yourself the following questions:

Is what I am about to say true?
Is it harmless?
Is it necessary?
How would I feel if someone said something similar about me?
Would I want my words quoted in the daily paper or company newsletter tomorrow?
How am I going to feel later if I say this? (or listen to this)
Does gossiping honor my own person values?

It's easy to get drawn into the gossip circle, and often difficult to resist.
Here are some tips to avoid getting involved in non-productive and often
destructive gossip. It takes a conscious decision not to participate in the
workplace rumor and gossip mill. Then it requires discipline to stick to your
guns and take a stand. If co-workers attempt to draw you into their gossip, let
them know directly that you aren't interested in participating in this type of
conversation. You don't have to be critical or judgmental, but must be clear
about your own feelings of discomfort talking about something or someone when
you don't have all the facts, and excuse yourself from the conversation.

This action will serve several purposes. It will send a message to the gossipers
that what they are doing is unacceptable. Others who feel the same as you will
be more likely to follow your lead and not become involved with the gossip, thus
removing the captive audience. Lastly, you will feel good that you have said
"no" to something that wastes time and could cause harm.

Although it would be impossible to eradicate workplace gossip completely - and
doing so would only drive it underground - managers and companies should do
their utmost best to keep it in check. Innocent or malicious in spirit, gossip
about co-workers is at best a foolish waste time and a potential source of
liability for both managers and the company. In addition to the act of gossiping
being a waste of time, the productivity by the person who is the subject of the
gossip can worsen depending on nature of the rumor. If the gossip is of a sexual
nature, local harassment or discrimination laws might have been violated. If
what has been said can be proven untrue and derogatory, it could be ruled to be
slander. And lastly, if senior management is aware of harmful gossip and does
nothing to stop or mitigate its spreading, it is a sorry statement of its
personnel management and demonstrates a complete breakdown of management. If
something like this going on unchecked, then chances are that management is
probably looking the other way at other kinds of inappropriate behavior, as
well. Unfortunately, in plenty of offices, the boss is part of the problem. Sam
Chapman, CEO of Empower Public Relations started his own PR firm after leaving
another firm where the gossip was out of control. He says, "Gossip is poison and
sometimes it seeps into the whole culture of the company. If that's the case,
just get away from it. Start looking for another job."

If you really want to fix the problem, senior management has to be committed.
You must get all employees and new hires to agree not to say anything about
anyone that they wouldn't say if that person were in the room and to go talk to
the person instead. "If you have a problem with Jane, go and talk to Jane about
it. Don't tell me." Lead by example. Don't spread gossip and if anyone tries to
tell you some, politely suggest they take if up with the person it concerns.
Then change the subject. Additionally, lines of communication about workplace
issues must be opened in a legitimate forum like a newsletter or email updates.
Gossip rushes in when there is a vacuum of information. In the absence of
official information, speculation and rumors flourish. Finally if all else fails
and you are able to identify individuals who are the source of the gossip, you
may have to speak to them privately and individually. Explain the problems that
have been caused and how eventually the gossips themselves will become victims
of it. Then if the problem persists, you may have to make this a performance
issue, since it can affect productivity and team cohesiveness.

Much is to be gained by turning down the opportunity to gossip while at work.
And it's not as hard as you may think. With conscious effort and conviction, you
can do your part to derail the harmful effects of destructive gossip and keep
the work environment healthy and happy for all.

Linda in Folsom who read this elsewhere!
Moderator