Psst 7 Tips for Minimizing Workplace GossipBy Guest PostThe occasional offce gossip may start as an innocent, Did you hear? conversation in the break room; but regardless of the intention, gossip and rumors do more harm than good in the workplace !ot only can it potentially damage someone"s reputation with false information, but gossip may also negatively impact overall offce morale and productivity #n fact, workplace gossip was ranked second among the top workplace distractions killing productivity, according to a recent survey by $areer%uilder&any employees may recall a time when they have taken part in some form of gossip, ranging from potential layoff rumors to the future of the company 'hile there is no way for employers to eliminate gossip entirely, there are steps management can take to help suppress it(ere are seven tips employers can use to help keep gossip to a minimum)1. Stress the importance of respect. $oworkers often gossip because they are bitter, or perhaps want to cause emotional pain to another coworker *eminding employees of the damaging effects offce chatter can have on others and the work environment, may help put it into better perspective for the perpetrators2. Communicate regularl !ith staff. +stablishing company transparency can help minimi,e potential gossip and rumors, especially those that are far from the truth During uncertain times, employees should be regularly updated on what is, or is not, happening in the organi,ation -llowing employees an opportunity to ask .uestions, followed by an immediate response from supervisors, also helps ease speculation". #ea$ % e&ample. - company"s culture is often based on the actions of its leadership, as many employees look up to e/ecutives and often follow their behavior #t is likely that if a supervisor is gossiping, workers will probably think it is okay to behave the same way 0or upper management, the best choice is to lead by e/ample and steer clear from participating in or condoning gossip -dditionally, employers or supervisors may be held liable, particularly if the sub1ect of the gossip is defamatory or harassing innature'. (ffer an open $oor polic. 2eaders should keep their offce doors open as much as possible #f an offce door is closed the ma1ority of the time, it maygive employees the impression that they cannot ask .uestions or address company issues %y having an open door policy, leadership can avoid unnecessary speculation and suspicion by maintaining a transparent atmosphere). *sta%lish gui$elines. 3ne way to help control gossip is to create and document offcial policies and guidelines in an employee handbook This is an especially good rule when it comes to handling rumors that are slanderous, harassing, or disruptive to the work environment 4tating that this type of conduct is not tolerated and is sub1ect to disciplinary actions, such as 1ob termination, may help employees think more about what they say 5uidelines should also be defned for electronic communications, suchas emails, social networking sites, and blogs+. Sur,e emploees. +mployee surveys can help management determine what rumors are circulating in the workplace, and help gauge potential topics for discussion to ease concerns 3nce the information has been gathered, it should be discussed with employees as soon as possible in order to help eliminate false information .uickly and provide the correct answers to put rumors to rest7. *,aluate !orkloa$s. %oredom on the 1ob may lead to trouble 4upervisors should make sure employees are challenged and have enough work to keep them busy and focused on productivity instead of offce hearsay+mployers that take proactive steps to help reduce gossip will fnd a more cohesive environment that cultivates a positive, team6oriented workplace+mployees will be happier, more productive, and better positioned to serve the company