Managing Workplace Gossip: Strategies for HR Professionals

Hi All:

I'm facing a very common problem in my organization - GOSSIP. I work for an IT firm with a staff of around 60 employees. This place has become a difficult environment to stay in, and as the HR Manager, I can see that eventually all employees who are tired of the gossip will start quitting their jobs because of this. To some extent, I have already seen this happening. It is becoming a very disgusting and antagonistic environment here.

Can anybody help me understand how to tackle this situation? I have never experienced this in my 4 years of experience. Can I give them a warning notice for breaking the policy of Workplace Harassment? Will this be a part of it?

Please help. It's urgent.

Regards,
Geeta:-x

Hi Geeta,

Understand the concern. Do some homework and find out how they can manage the time for gossip even in busy schedules. I doubt they are not handling a lot of work. Make them understand their roles and responsibilities and about the project deadlines. Seek the help of project managers or management in addressing this.

A little gossip here and there to have a break is okay, but too much will affect the organization's health. Conduct a background survey and convey the message of work seriousness. Anyone violating this should initiate disciplinary action to correct their behavior. Plan the activity and proceed by keeping the management informed and involved.

Hope for the best.

Kumar

Hi Geeta,

The issue I am facing is that my colleagues tend to stop working whenever they engage in conversation. Despite addressing this directly with them, they continue to gossip during work hours. When I raised this concern with the CEO and the PMs, their response was disappointing. They claimed that they couldn't intervene and stop these conversations as it was beyond their control. I feel helpless in this situation and am unsure of how to proceed.

Your assistance would be greatly appreciated.

Best regards,
Geeta

Dear me, okay. Look, there is a way, but it has to be done tactfully. One should not pile up more work and should ensure that the work assigned to a gossip group is given to the team members individually. This way, you will see that they would find it frustrating. Consequently, they will stop thinking about it, and if discussed, it will become ridiculous.

Hope this strategy will help you create a clean and productive environment. 😊

Hey, Thanks Sujata,

As I'm in HR, the work allotted to these developers will be given by their PMs, and it will be difficult for me to intervene in their development work. This will only be possible if the PMs agree, which I don't think can be the case.

Let me try once again though...

Regards,
Geeta 🌟

Hi Geeta,

My suggestion is that you call all these people into the conference room and have a direct conversation. As an HR manager, point out their negative points; they will certainly feel the seriousness of this and will likely start concentrating on their work.

I work at the same level in a company like you and am an HR manager. I always make it a point to have a direct talk if I see anybody going beyond their role. It's a mental game; when they realize that HR is noticing their actions and may escalate it to management, they will definitely change their attitude.

Hope this works for you...

Stay away from it and discourage the behavior; warnings don't work. Address the concerns and improve organizational communication to employees. Gossips generally float around when the communication flow is restricted within the company. Have an open policy and ask people direct and straight questions.

The reason being people are idle and do not concentrate on their jobs... it is better to ask all those who are idle to prepare one project on some subject and ask them to give a presentation with details. Some exercise of backlog works and some preparations on new assignments keep employees engaged. The concerned supervisor should be asked to keep employees engaged instead of idle. An idle mind is the devil's house.

Hey Geeta,

Now technology has improved so much. Why can't you suggest a webcam to your tech team or any other high-tech camera device? It's human tendency that when not monitored, we behave our own way. So just set this up, it will help develop self-discipline and also act as proof for the top management. Place one in a common area, that will do. This system is in practice in many BPOs.

I am in complete agreement with Ksa04.

Quote: ksa04;573840]

Hey Geeta,

Now technology has improved so much. Why can't you suggest a webcam to your tech team or any other high-tech camera device? It's human tendency that when not monitored, we behave in our own way. So, just set this up; it will develop self-discipline and also act as proof for the top management. Place one in a common area, that will do. In many BPOs, this system is in practice...

[/quote]

Hi Geeta,

This is Vijayta. I think you should organize small meetings weekly, small get-togethers, or small parties. In addition to this, you can introduce some healthy competitions like preparing presentations and assignments. Alternatively, you could incorporate weekly sports activities so that people will be engaged in these activities. Don't forget to ask for weekly progress reports on their assignments.

Thank you.

Dear Geeta,

You have to avoid this immediately; otherwise, it will spoil the image of the organization. As an HR professional, it is better to send a general email to all employees stating the importance of workplace etiquette, or you can send inspiring thoughts to discourage such gossip.

I hope this approach will work.

All the best!

Ruby Pinto :)

Yes, you can give them a warning letter for breaking office discipline and spoiling work culture. You can also follow the "Model Standing Order" version for your reference regarding which field you are going to issue the warning in. Meanwhile, engage them in some intellectually stimulating work that requires a lot of mental involvement. Ask them to prepare projects involving communication and to work with a team. This will prompt them to compete with their opponents within each group and may help diminish their tendency to gossip (this is a very old political tactic that works universally, known as Divide and Rule). However, be clear and do not let them realize that you are strategically managing the situation.

I believe that assigning team projects and, if possible, announcing prizes for the 1st, 2nd, and 3rd places may be beneficial.

Regards,

Debajit Roy

Hi Geetha,

I read the whole thread, and what I can understand is that though they have work, they still continue gossiping. I am sure somehow these individuals are able to complete their work and meet the targets.

I previously worked in a company with 115 employees, and I too faced a similar problem there. To be frank, stopping employees from gossiping is quite challenging. You will encounter different mindsets and hence different perceptions. Some might listen to your words, while some might not.

Here are some steps to consider:

1. Find out how supportive the Project Managers are to this group.
2. Identify which category these employees belong to: Stars, Prospective Stars, Average performers, or FIREWOODS. Evaluate how their absence would affect the organization or business.
3. If this group includes Team Leaders as well, you may need to employ strategies to differentiate among the TLs first. Once they are distinguished, their respective teams may also show some distinction.
4. Conduct frequent rounds during shift hours and ensure your body language conveys authority. I used to do this often. I would stand for 5 minutes and observe everyone. I would enter the production floor without anyone noticing me. Those who waste time, theirs and others', will not even be able to meet my gaze. They will receive a message that management is taking notice.
5. During appraisals, also monitor these aspects.

Considering that you mentioned management is not very supportive, you will need to employ your own strategies. I hope these points will provide you with ideas on how to address your issue.

Regards,

P Umesh

Thank you all for your valuable feedback.

Here, the major problem is that the Sr. TL and developers are more than friends and have created a separate group altogether. However, as a TL, they don't realize that what they are doing is wrong. The management has a lot of work apart from this, so correcting this may never be on their list. No one here is scared of the management either.

As far as the games and presentations are concerned, "Developers are Busy" is the response I get from their management team, indicating that they should not be involved in these gaming sessions. The developers themselves hardly take any interest in this.

:(

- Geeta :(