No-Gossip Policy "Pointers"

Gossip is talk or chatter that is personal, sensational or intimate in nature.  It almost always involves talking about a person (in their absence) or a sensational bit of news that may cause disruption or concern within the workforce.  It’s a force to be reckoned with!  And it’s the responsibility of the Manager to deal with gossip in the workplace. 

In my previous blog, I had written about some basic strategies employers can use to help control gossip in the workplace.  One trend that we’re seeing now is that employers are implementing a “No-Gossip” Policy in the workplace.  As you consider this “cutting edge” approach to an age-old problem, you must also consider the following: 

1.   Be Careful:  Drafting a policy should be done with great care to differentiate between general positive workplace conversations, and toxic, hurtful behaviors.  

2.   Consequences for Leaks:  You'll want to clearly determine what consequences you set forth if employees violate the "No-Gossip" policy.  I would suggest progressive discipline might be the most appropriate means to handle it.  Again, the intent behind progressive discipline is to TEACH a behavior. 

3.   Policy is for Everyone:  You must ensure that you and your team enforce the "No-Gossip" policy consistently across the board (no one is "exempt" from the “No-Gossip” policy, including managers who are sometimes the worst “offenders” of this). 

4.   Morality Police:  Do not place a "morality standard" to the policy.  In other words, do not let a person's "intent" govern your decision.  You must ensure consistent treatment to the person who gossiped "out of concern," to whereas another gossiped out of maliciousness.  If both had the same ill consequences, then they have both violated the policy, and both must be disciplined.  The concern is not about INTENT, it's about IMPACT.

5.   Whistleblowing Exception:  Take great care to ensure that you carve out an exception for whistleblowing (notifying the company of concerns of illegal or immoral activity).  Any no-gossip policy should note that employees will not be disciplined for reporting said concerns.  Make sure that the policy clearly permits individuals to discuss concerns of alleged discrimination, and other illegal activity and that it states that the company will not take any "adverse action" against employees who oppose unlawful conduct or activities. 

6.   Electronic Communications:  Don't forget to ensure that the policy applies to electronic communications as well, such as e-mails and texts.

In summary:  As an employer, you set the tone for the communication methods in your company.  Remember that frequent and effective communication with your employees builds trust, cohesion and negates the need for the "Rumor Mill."  Employers should also consider implementing a well-written "No-Gossip" policy that all employees sign acknowledgment and will agree to abide by as a condition of continued employment.  Above all else, Managers cannot ignore complaints of inappropriate behavior and should not just "blow off" office gossip as a trivial issue.