- If you don’t already have one, create a Code of Conduct outlining your business’s behaviour expectations addressing items such as respectful communication, confidentiality and integrity. Ask employees to read and sign the Code of Conduct and provide training at a team meeting.
- Maintain an open-door policy. Invite employees to come to you directly with their questions and concerns so that you can be pro-active in answering questions with integrity and in an honest and transparent manner.
- Be a positive role model yourself. Never engage in conversations that involve rumours or innuendos and never criticise your business partners or employees to others. If you have an issue, speak directly to the person concerned.
- If you become aware of the identity of an employee/s who are gossiping, speak to the people involved. Be curious and seek to understand why they are spreading gossip. If there is an underlying issue that needs to be addressed, discuss how it could be resolved. Tell them how their behaviour is impacting on others and remind them of their obligations under the Code of Conduct.
- Communicate all company announcements in a consistent manner and communicate frequently. When employees receive partial information its only human nature, they form their own conclusions and seek to validate them through engaging in speculation with other employees.
- If a gossiper continues with their behaviour, activate your Disciplinary Policy. Failure to adhere to professional standards of behaviour can justifiably result in a warning and serve as a reminder that poor behaviour has consequences.
Need further support to manage gossiping in your workplace? Reach out to us at Business 360 on 1300 287 360 or email email@example.com.