Dealing with a co-worker spreading gossip
By People Reporter, September 7, 2019By Samson Osero
Gossip is a societal means of catching up on topics that range from people’s comical misadventures to current political affairs. It forms part of small talk to break the ice before beginning serious agenda-based discussions. For novices in interpersonal communication skills, gossip provides an opportunity to vent out fabricated negativity about other people. When employees gossip between or among themselves, it is usually about one of them whose guarded private matters have raised more questions than answers. Here are some of the ways you can deal with office gossip if you were its subject.
1. EXERCISE RESTRAINT
The knee jerk reaction to reported gossip about oneself is immediate anger and wishing to immediately know the source, especially, if the matter is negative and misleading. The person breaking the news may pose it as something that one should be aware of regardless of its consequences. On receiving the gossip, one should exercise restraint whether the matter is true or not. It may turn out to be trivial and not worth overreacting because people have both outright and invisible enemies at work.
2. WEIGH THE GOSSIP
Some gossip about one could be propaganda that would just disappear when the correct information is obtained. Other forms may be loaded with heavy negativity that shakes one’s integrity and impacts on work performance. The most devastating gossip touches on illicit office relationships for which tangible evidence cannot be gathered. Fears that unfounded rumours could reach the wrong audience cause dilemma in the choice of one’s response. Rushing to take whichever action will make innocent bystanders unnecessarily conclude that the affected person would be suffering from “the guilty are always afraid” syndrome.
3. CONFRONT ORIGINATOR
Frantic efforts to search for the originator of damaging false gossip do not sometimes bear any fruit. They create more suspicion on one’s intentions especially on a matter which may be a true exposition in the public domain. Ugly incidences have been narrated where the gossip victim confronts the suspected originator who flatly pleads not guilty. It is advisable to tame the urge to retaliate on the suspected wrong person. If the authentic source is discovered, a balanced one-on-one meeting can be held with the view to seeking an apology and warning the offender to desist from peddling fake information about employees.
4. REPORT TO MANAGEMENT
Gossip that expresses or imputes impropriety relating to one’s work or job role should not be taken while lying down. If one identifies the gossiper, it would be a deterrent factor to report the matter to the administration for the disciplinary procedures. One is expected to arm themselves with an armory of evidence to avoid a scenario where the hunter becomes the hunted. Employers are encouraged to be firm on the decided disciplinary measure to minimise the future occurrence of similar cases.
5. TAKE LEGAL ACTION
False gossip that causes irreparable injury to one’s reputation beyond the office may constitute good ground for a defamation suit in a court of law. Being a legal case, one should not only possess water-tight evidence but also hire a lawyer to negotiate damages. Since the publicity of such a suit may adversely affect the public image of the company, management should settle the matter out of court.
The writer is a human
resource consultant.
Email: samsonosero@gmail.com