I am working with an IT company, and I need help. In my office, some employees are spreading rumors about others resigning. I received a complaint from an employee saying, "Ma'am, everyone is asking why you resigned, but I actually don't want to leave the job." We have over 100 staff. How can I send a message and email to all employees to stop these rumors? Please assist me with this.
From India, Ahmedabad
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From India, Ahmedabad
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Dear Neha,
At the workplace, there are two types of communications: formal and informal. Both co-exist and are inseparable. Rumors are an offshoot of informal communication.
Regarding the current situation, it seems that someone believed that person X had resigned from their job. However, these feelings seem to have been exaggerated and turned into a rumor. Like a bubble, this rumor started circulating in the office.
You may consider sending an email stating that there has been a rumor about person X's resignation, clarifying that the person has no intention of leaving the job. As a precautionary measure, emphasize that employees should not rely on informal sources or speculate about someone's resignation.
Lastly, regarding the quality of your English, there are spelling and grammar errors that do not align with the standards expected of a manager. Therefore, before posting any content, think about the impression it may create given your position. Ignoring this advice could have negative consequences.
Thanks,
Dinesh Divekar
From India, Bangalore
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8035At the workplace, there are two types of communications: formal and informal. Both co-exist and are inseparable. Rumors are an offshoot of informal communication.
Regarding the current situation, it seems that someone believed that person X had resigned from their job. However, these feelings seem to have been exaggerated and turned into a rumor. Like a bubble, this rumor started circulating in the office.
You may consider sending an email stating that there has been a rumor about person X's resignation, clarifying that the person has no intention of leaving the job. As a precautionary measure, emphasize that employees should not rely on informal sources or speculate about someone's resignation.
Lastly, regarding the quality of your English, there are spelling and grammar errors that do not align with the standards expected of a manager. Therefore, before posting any content, think about the impression it may create given your position. Ignoring this advice could have negative consequences.
Thanks,
Dinesh Divekar
From India, Bangalore
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Start a daily email with a "Thought of the Day."
The first email could be: "Don't believe rumors."
The informal network of communication can be used effectively. The man spreading rumors can be spoken to in casual terms, and the message that no resignation is pending in HR can be passed to him.
From India, Pune
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The first email could be: "Don't believe rumors."
The informal network of communication can be used effectively. The man spreading rumors can be spoken to in casual terms, and the message that no resignation is pending in HR can be passed to him.
From India, Pune
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Informal communication, or 'grapevine' as it is known, is a living reality in all organizations and has to be grappled with. The misinformation could be highly mischievous or dangerous to the morale in the organization, like spreading rumors of the resignation of key managerial personnel, etc.
The first task is recognizing that such informal communications exist, an onerous task, as many times these rumors do not have an ascertained source. Any fertile mind can spread a rumor, and soon it spreads, and in no time, all people will be talking about it. This reflects, to an extent, inadequate downward communication.
More or less, all organizations rely on formal channels for downward communication. Rumor-mongering indicates that weak links exist in the channel, and the information the employees are curious about is not reaching them.
The action plan could be to strengthen the communication channels, emphasize regular meetings at the departmental/sectional level, use the internet/social media like WhatsApp groups, etc., to communicate important messages. Create an informal group (when we faced this issue, we developed a group of Internal Resource Persons from across various levels who were perceived to be opinion leaders in the work area and were regularly shared all official information). Lastly, but importantly, if you are able to identify any mischief-monger, confront him and threaten action if such undesirable tendencies persist. By taking such proactive steps, this problem could be contained, I won't say eliminated.
From India, Mumbai
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The first task is recognizing that such informal communications exist, an onerous task, as many times these rumors do not have an ascertained source. Any fertile mind can spread a rumor, and soon it spreads, and in no time, all people will be talking about it. This reflects, to an extent, inadequate downward communication.
More or less, all organizations rely on formal channels for downward communication. Rumor-mongering indicates that weak links exist in the channel, and the information the employees are curious about is not reaching them.
The action plan could be to strengthen the communication channels, emphasize regular meetings at the departmental/sectional level, use the internet/social media like WhatsApp groups, etc., to communicate important messages. Create an informal group (when we faced this issue, we developed a group of Internal Resource Persons from across various levels who were perceived to be opinion leaders in the work area and were regularly shared all official information). Lastly, but importantly, if you are able to identify any mischief-monger, confront him and threaten action if such undesirable tendencies persist. By taking such proactive steps, this problem could be contained, I won't say eliminated.
From India, Mumbai
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Dear Neha,
This type of rumor may be either a prank or malicious. Make a drama of inquiry by calling the concerned staff to your cabin/meeting room one by one and question them. You may not reach the rumor monger, but the message will be conveyed that the management has become aware of such happenings and taken serious note of it.
Secondly, send out a strongly worded email to all, stating, among other things, that the rumor mongers are under scrutiny and, when found, will face strict action, including dismissal. This action might help in curbing the situation. However, keep an eye through your informal channels to identify the real culprit and deal with them progressively through reprimands, such as counseling, warnings, suspension, and discharge.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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This type of rumor may be either a prank or malicious. Make a drama of inquiry by calling the concerned staff to your cabin/meeting room one by one and question them. You may not reach the rumor monger, but the message will be conveyed that the management has become aware of such happenings and taken serious note of it.
Secondly, send out a strongly worded email to all, stating, among other things, that the rumor mongers are under scrutiny and, when found, will face strict action, including dismissal. This action might help in curbing the situation. However, keep an eye through your informal channels to identify the real culprit and deal with them progressively through reprimands, such as counseling, warnings, suspension, and discharge.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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Dear Neha Patel,
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!!
From Singapore, Singapore
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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!!
From Singapore, Singapore
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(Fact Checked)-The user's reply provides insightful strategies to address rumors in the workplace effectively. It emphasizes the importance of communication channels and proactive measures to combat misinformation. (1 Acknowledge point)