Cube Farmer

With gossip a lot depends on the context. There is a big difference between gossip about and upcoming massive change and gossip suggesting some sort of impropriety (sex for favours, incompetence, credit stealing etc).

To may my decision I ask: does this issue (potentially) affect me professionally?

If the answer is yes then I’m a very assertive person. If I’ve got something to say about somebody (incompetence, credit stealing etc) I’ll collect the evidence and take it up with the person directly, or take it up with the appropriate manager, and not stop until the issue is resolved. 

If the issue is genuinely professional and it has an adverse impact upon the business and you’ve collected sufficient credible evidence (we all make mistakes occasionally – best to remember that) then a manager will not have scope for disciplinary action against you.

Where the answer is no I’ll stay away – it’s just too much trouble. I’ve learned from bitter experience that gossip behind somebody’s back where the issue does not affect me professionally very often has a limited basis in truth and ends in a closed door meeting where the gossipers (me et al.) get their collective arses kicked.

Great blog Kate.  Gossip exists in all workplaces, Tell me a place where it doesn’t happen.  If you fired everyone that gossips, you would have no workers.  I agree with your comments that gossip is often a reflection of what is going on in the workplace and employers should take note and not just blame disgruntled workers.  I believe it’s natural for us all at times, to vent (okay, gossip) to our co-workers to air our frustrations we might otherwise take out in an anti-social way.  Have to say, it can be also be entertaining when times are dull around the office

I disagree with you Kate, some gossipers not only ruin the reputation of the person targeted, but also the company and should therefoer, be fired.

I work for a charity organisation and there is nothing worse than people gossiping about other staff.

I’ve heard many false rumors of people stealing money and goods from the charity while living above the means of those the money and goods were intended for.

When customers and donors hear these rumors (and quite often they do) it destroys any faith and trust they have that their contribution to the charity has.

If management finds out these rumors, then the target of the rumors is focred to defend themselves possibly even to the police.

Oh please - bullying is bad, employers are responsible for addressing it. Gossiping is bad, but not the employees who are gossiping’s fault, again it’s the employer’s fault. Oh, and if the employer actually tries to address bullying, they’re also wrong. Seriously, do you honestly think you sound reasonable? Let’s just absolve all employees from all responsibility for anything that takes place in their working lives - none of it’s their responsibility right? They’re all just widdle weeny babies who need to be pwotected - from their own bad behaviour. WTF are you smoking?

I tell every person I employ as I employ them that I am assuming they are an adult. As such, they are entitled to vote, hold property, sign contracts AND do their jobs. Without engaging in petty nonsense more suited to 12 year olds in a playground. If they can’t abide by my expectations of maturity and competence, then they will be performance-managed.

Amazingly, I’ve never had to terminate an incompetent or gossiping employee. Those who attempt to behave badly simply move on of their own accord when they discover that actually, my workplace really does NOT have any tolerance for bad behaviour. I’ve discovered some truly talented staff over the past three years and amazingly, they stay in a workplace where they are not forced to put up with someone else’s toxic immature behaviour. I am not apologising for standing up for myself and my staff over it.

I’ve used gossip to work out whether I was overreacting to another worker’s interactions with me.

I wasn’t sure whether I was just being too delicate about their comments and actions towards me. So, I listened out to the gossip of the workplace and those subtle words that could be taken as ‘back biting’. Turns out I wasn’t being too thin skinned and was then able to raise the issue with enough confidence that it was resolved.

I know that it doesn’t always work that way.

I basically go by the rule, that if I gossip someone will gossip about me.  It’s useful, like any interaction, as long as it’s not abused.

I’ve yet to work in a place where the managers have the balls to tackle this sort of thing head on, the victim is always punished and the gossiper/bully gets away with it every time.

One article I read a while back on stopping office gossip involved a smallish law firm in New York (less than 50 staff) who had a unique approach to the problem. All employess were made aware of the company policy on malicious gossip: get caught doing it and you will be taken directly to the person you were backstabbing and made to repeat the gossip back to their face. That policy stopped bullying and gossip cold there and the employees were more productive and much happier.

That kind of policy should be mandatory in Australia IMHO.

Firstly I agree with grimace from perth, I think the context of the gossip is very relevant. To damage a reputation with personal gossip is unacceptable especially as it is frequently just that - gossip, which becomes worse as it spreads. However to be fired for gossiping is certainly ridiculous. If the gossip involves a serious situation in the work-place that will affect all staff, I believe it is the company’s responsibility to clarify the situation. I have had the experience of working for a firm for sixteen years which was sold and then closed down by the new owners, the gossip was amazing but certainly did not include what actually happened. Had the staff been aware of the disaster that was about to happen to them, they would have been able to look for other jobs.

I guess all sensible employers should be able to differentiate between gossip that really has no serious effect on the workplace and those staff members who have a dangerous agenda. Trying to stamp out all gossip is as practical as trying to make all staff admire and respect their bosses as a policy. Ain’t going to happen.

Kate, a great blog as always. However, I do have to disagree with your say about bullying. Everyone knows that bullying is not on, and most workplaces have policies in place to deal with it.

Reality is very different, however, as it is most often always the victim that comes out second best, and not the bully. I am in that situation at the moment, one that has driven me to anti-depression medications and one suicide attempt. People know this person is a bully, and yet unless a formal complaint is made, he is left to continue on. Making a formal complaint involves finger pointing the victim, and people would have a very good idea who that is. Also, our anti-bullying policy states the first resolution step is mediation. The bully would just nod his head, then go and tell all his buddies about “that bitch” who is out to get him. All I can do is hope that the gossip going around about him is enough to get him noticed by management.

Kate, a great blog as always. However, I do have to disagree with your say about bullying. Everyone knows that bullying is not on, and most workplaces have policies in place to deal with it.

Reality is very different, however, as it is most often always the victim that comes out second best, and not the bully. I am in that situation at the moment, one that has driven me to anti-depression medications and one suicide attempt. People know this person is a bully, and yet unless a formal complaint is made, he is left to continue on. Making a formal complaint involves finger pointing the victim, and people would have a very good idea who that is. Also, our anti-bullying policy states the first resolution step is mediation. The bully would just nod his head, then go and tell all his buddies about “that bitch” who is out to get him. All I can do is hope that the gossip going around about him is enough to get him noticed by management.

Since when has “back biting” been an actual term?  It’s called back stabbing, and it’s a far more apt description.

Having personally gone through some turmoil at work due to gossip (both informed and un) and general negativity.Yes, I joined in; yes, I was caught and yes, I was very nearly fired for it. I can only agree that getting rid of gossip-mongers makes for a happier workplace.  First-hand experience at this… the main gossip was eventually removed and the entire team settled down.  Gossip will still happen but at least it’s not malicious.

All I can say is do your job, and speak to management if you thing something is unfair or not working.

Kate, a great and informative blog.
Gossiping takes place in the workplace whether we like it or not. I’ve experienced gossip from a member of senior management trying to get me to spill the beans on other co-workers so she could then use it to her advantage - it was an uncomfortable situation to be in and I didn’t know how to handle it at the time - and unfortunately if it happened again I’d probably feel in the same boat. When it comes to senior management us workers can be so powerless. Sometimes fighting it can cause more problems than its worth.

Gossiping about fellow employees is harrassment.  If one employee has an issue with another, then there are other ways to address the matter.  The ones who defend gossiping and say that employers should get all the facts and find out of there is any reason for the gossip have lost the plot and would be the first ones to cry foul if some other form of harrassment occurred.  Give us a break; it just shows that any behaviour or action can be rationaised if you try hard enough.