A Gossip-Free Workplace
Recently, a coaching client in middle management was expressing frustration about the noticeable increase of gossip in her office, and it brought to mind a New York Times article from a few years back that made quite an impression.
No Gossip Policy
In a NYT Preoccupations column, guest contributor, Shayla McKnight shared her experience working for an online printing company in Livingston, Montana where they had a ‘no-gossip/ no office politics’ policy. Before she started with the company, Shayla was asked to sign a values agreement indicating that she understood the firm’s stand on gossip.
Shayla explained that, after experiencing a variety of toxic work environments, where gossip and backstabbing were the norm, the policy made a huge difference. With this new company, she said that she felt more a part of the team than in jobs she’d had in the past.
Employee Buy-In
So how do you realistically achieve buy-in from all colleagues for a gossip free workplace? A values agreement can be a great place to start – especially if team members can be part of developing the system/ set of expectations.
It all boils down to an environment where employees feel they can communicate directly with each other about accountability – their own and others – to avoid the undercurrents of fear and resentment that can lead to workplace gossip.
Communication Styles
McKnight’s company gave employees an assessment to help promote clearer communication, and assigned them colors that corresponded to their dominant communication style (eg: red meant: appreciates directness; blue meant: needs details/ time to process, etc.). The color codes were on employees’ desk name plates as well as accessible in the company’s database to help cue employees to their co-workers’ ideal styles of communicating.
There are many different assessments that stem from the Jung-based Myers-Briggs Personality Type Inventory (MBTI) that may be appropriate for your work environment. Whether you code employees with letters, symbols, or colors – the key is making sure your team members have an awareness of the differences in communication styles and how to choose the right one to most effectively communicate with co-workers.
A more structured approach to curtailing gossip worked in Shayla McKnight’s office. Is it something to consider for yours as well? As I advise my coaching clients, clear and open communication regarding expectations and accountability can help minimize office gossip and create a more respectful and productive work environment.
