Every office has one: the person who is the People magazine of what’s going on and with whom. Office gossip is more than an occasional distraction and time waster. It can cause expensive turnover among employees AND clients. So come on managers, let’s face office gossip head on!

How big of a problem is office gossip? A recent survey of 2,000 employees found that on average, people are spending an hour each day gossiping!  Sure, gossip is a natural part of human behavior. But in the workplace, if left unchecked, it can cross the line into harassment and open employers to liability. No more idle talk from me. Here’s what to do.

#1. Don’t ignore it.

Most of us first experienced the unpleasantness of gossip when we were schoolchildren. Our parents and teachers counseled us to ignore it. To walk away. While that technique might work in the schoolyard, it can have disastrous affects in the workplace. As a manager, you simply cannot ignore continuous catty chit-chat. It sends the wrong message that the behavior is acceptable.

#2. Speak to its negative effects.

Appealing to a person’s sense of emotion isn’t effective when you’re dealing with office gossip. This isn’t about being nice to people; it’s about getting the job done.

So, rather than emphasizing how gossip isn’t polite, highlight that it distracts people from their duties. It prevents customer calls from being promptly returned. It pushes back deadlines. It costs MONEY. That should get their attention.

#3. Give examples of what to say instead.

Great managers do more than say what NOT to do; they say what TO DO. For example, say something like, “Sophia, instead of talking about a person’s personal life, I want you to comment on 9 to 5 life. Tell me what Neil is doing to help or hinder your work – not whom he’s dating.”

#4. Bring in HR.

If you’ve tried all these things and an employee is still spreading rumors and speaking ill of others regularly, hit the HR speed dial button. Human Resources can help the employee to see it from another perspective. HR can also reinforce how the chatter may violate company policies, and, if necessary, can guide you on next steps for discipline.

Why do some employees turn into giggling gossips? There are many root causes, but that’s beside the point.  As a manager, you need to take responsibility and control of the situation. Employees become experts in ineffective conduct because they are allowed do so. It might be easier in the short term to overlook the negative, hoping it goes away on its own. But the trouble is, in the long run, behaviors like gossip can become set in stone – with legal and ethical ramifications.

© Leila Bulling Towne 2011

People are debating. They are jockeying for attention. There are sides to take. It’s a race and there are winners, there are losers, and there are people who refuse to play the game. Is this an election? No! It’s office politics, and whether you like it or not, it exists everywhere you go.

It’s so nice to start a new job. You have that feeling that things will be different here. No one will have a hidden agenda. They’ll be no or limited BS! Ah, it’s nice to dream.

Back in the real world, office politics contribute to workplace conflict and cost US businesses $359B a year and take 2.8 hrs of an average US employee’s week. To avoid you and your organization wasting time and resources, keep these tips in mind as you navigate down the halls and through the cubicles of office interpersonal dynamics and drama.

#1:  Learn the written and unwritten rules.

Each workplace has unique rules. Some are easily discoverable, like those written down in the employee handbook. These policies are available to everyone. Other rules are unwritten; they are cultural norms you learn about as you grow with the organization. For example, the written, public rule may state that timesheets are due by 12 noon every Friday. In reality, it’s OK to turn them in by the following Monday–as long as you turn them into the right person in Accounting.

Unwritten rules you usually become aware of as you learn the ropes. To speed things up, ask your manager something like this, “When I need to get an expense approved quickly, whom should I approach first?” or “I need to push a requisition through HR, fast. What have you done in the past to move the process along?”

#2:  Realize that fair doesn’t come into play.

When I got my first full-time job, it took just a few weeks for me to learn that there were always exceptions to the rules. Even when someone said, “No exceptions.” Exceptions were allowed around salaries, promotions, vacation time, who got a cellphone and who didn’t, etc. Was this fair? No. Was the intention to be unjust? No. Does this happen everywhere? Yes. Get over it.

#3:  Pick your battles wisely.

Which conflict is worth the scuffle? When deciding when to call attention to written rules, consider your position, your level of influence, the individual in question, and the ideal end result: what you wish to accomplish, why, and how it helps the company thrive. For example, if the SVP of Sales has lost her iPhone 3 times in the last year and the handbook states that she should replace it herself from now on, before uttering a breath, reflect upon her role and what she contributes to the organization. This isn’t worth it.

Life isn’t fair, right? Well, work isn’t fair, either. Not everyone plays by the rules all the time. The sooner you realize this, the sooner you can devote your energy to what you can control: your expertise and how to contribute to the business.

Arguing for playing by the rules all the time will brand you negatively among your peers and supervisors.

© Leila Bulling Towne 2010