Business Mentor, Consultant And Trainer
At the workplace, there are two types of communications, one is formal and another is informal. Both co-exist and are inseparable. Rumours are offshoot of informal communication.
As far as the case at hand is concerned, someone must have felt that person X has resigned from his job. However, feelings appear to be over-inflated and took the shape of a rumour. Like a bubble, this rumour started floating in the office.
You may circulate a mail stating that a rumour has been going round about person X's resignation. However, the person does not have any intention to quit the job. As a cautionary advice, write that employees should not rely on informal sources and neither should they pry on someone's resignation.
Lastly, about the quality of your English. It has spelling and grammar mistakes and hardly it befits a stature of manager. Therefore, before uploading your post, think of the general estimation that comes along with the designation. If you ignore the suggestion, it could be at your peril.
18th April 2018 From India, Bangalore
First mail could be
"Dont believe rumours"
The informal network of communication can be used effectively.The man spreading rumors can be spoken to in casual terms and message that no resignation is pending in HR can be passed to him.
18th April 2018 From India, Pune
19th April 2018 From India, Mumbai
This type of rumour may be either prank or malicious.
Make a drama of enquiry by calling the concerned staff to your cabin/meeting room one by one and question them. You may reach the rumour monger or not but message will go that the management has come to know of such happening and has taken serious note of it.
Secondly, send out strongly worded mail to all stating , among other things, that the rumour mongers are under scanner and when found will meet with strict action including dismissal.
This action might put some curb. But keep watch through your informal channel to find out the real culprit and deal with him with progressive reprimand i e counselling, warning , suspension and discharge.
19th April 2018 From India, Mumbai
Ive gone through your post and found so much missing information as follows;
The employee has resigned and someone informed her mother about office issues and problems?
Do you have employee handbook and confidentiality rules into your office?
Dont you think this is more about some personal issue, rather than the official one; as how the employee's mother got information through your colleagues?
Is there any evidence of past records about the same problem with some other employees
Please have a look into the case and have more analysis into this. Make ensure to have a proper tool for investigation and find out senior management thoughts on this. Ultimately, from my point of view you need to work on the following area;
Develop anti harassment and whistle blowing policy in the organization
Serious disciplinary measurements and announcement to all staff
Obtain support of senior management
Re-review and distribute the employee handbook and obtain each staff member signature on the documents
All staff meeting and raise this issue and future actions in the meeting
Finally work on organization culture that might take several months and even years to boost the employee relation and positive working environment
Let me know for more question and assistance!!
22nd April 2018 From Singapore, Singapore