Office gossip is a staple of corporate culture and it happens more often than employers might imagine.
People spend, on average, 52 minutes per day gossiping about others, according to a study published in Social Psychological and Personality Science. Further research has found that over 90% of employees indulge in such activities at work. Given its prevalence, businesses would be wise to consider what the implications of office chit-chat really are.
Some experts have found that idle chatter can have important advantages in the workplace. They would argue that it doesn’t always have to be a reproachable pastime and that, on the contrary, it can serve as a useful way to understand organisational culture and help colleagues bond. Others would argue that whispered hearsay around the watercooler is an unwelcome distraction that can cause worry, self-doubt and a lack of productivity among staff.
Before dismissing it as trivial, businesses may want to consider the nature of the gossip and the circumstances in which it could be beneficial. Another recent study revealed that gossipers were perceived as being more sociable but less moral and competent. This can be useful for businesses when it comes to planning social events, researchers found, but not when it comes to giving advice.
Gossip takes many forms; it can be catty and unprofessional but also harmless, fun and even productive. So, can businesses ever benefit from leaning into office chit-chat or is it best kept to a minimum?
The more positive the gossip, the better it is for the organisation
In the information age, gossip is a natural currency. Receiving gossip, holding it and then passing it on all make people feel involved and in the loop. It is a natural social function that occurs in any setting. While the ramifications can be more serious in workplaces, they are not all negative.
Those who frequently engage in workplace gossip are often viewed by others as being more personable with greater social skills. They typically get rated as ‘more fun’ than other colleagues and can help to boost engagement and morale, while encouraging team-bonding.
It is not just the act of gossiping itself that is important, but the nature of the gossip. Some gossip is pro-social and positive. This kind of chatter might focus on good news for colleagues or on how they can be supported in tough times. Content and tone is key. The more positive the gossip, the better it is for the organisation.
Gossip can also be a useful tool to navigate workplace dynamics. It can act as a network of observations and warnings that can help leadership teams to uncover important information and understand previously undiagnosed concerns or developing problems – issues that don’t show up in figures, statistics or workplace employee surveys.
Gossip should be positively encouraged when it is harmless
This is why it’s so important that gossip shouldn’t be outlawed. Instead, it should be positively encouraged when it is harmless and can lead to potential improvements in workplaces. Some organisations also have anonymous inboxes that staff can use to pass gossip on for managers to see, allowing issues to be addressed more quickly.
The motive of the gossiper is also a factor. Some people gossip because they are bored or they feel they have nothing better to offer, while others may only gossip because they think it is doing some good for others – for example, when people who may have been ‘wronged’ have the right to know about it. Those people who are seen as gossiping for destructive reasons are often evaluated more negatively.
It seems the best way to manage gossip is to not be heavy-handed, but rather to partake in gossip-lite, and be selective when it comes to participation. Try to gossip about things and processes – not people.
Being seen as someone who is able to step away from a gossip session when it turns personal, negative or indeed goes too far, is a good characteristic to have. Someone who can join in but who also has boundaries in place regarding what can, and cannot, be gossiped about is a colleague to be reckoned with.
Regardless of its nature, gossip is detrimental to culture
Even harmless gossip in the workplace can quickly lead to a culture of fear, distrust and worry.
Being surrounded by gossiping colleagues can make us feel cautious and insecure as we might worry that others are also talking about us behind our backs. It might cause us to check and monitor our behaviour or worry excessively about causing offence. This can have a detrimental impact on our overall mental health and wellbeing, leading to stress and low self-esteem, which in turn can affect our productivity and engagement at work.
Regardless of its nature, gossip can have a significant and detrimental impact on the culture of a workplace. It can leave people afraid to speak up, make mistakes or show their authentic selves at work. Over time, this could lead to low morale, reduced productivity and higher staff turnover.
It’s important that the workplace remains a safe space
For businesses, a gossip-fuelled culture can be difficult to tackle. It’s human nature to want to build bonds with the people around us, but looking at how we do this is important. A positive workplace culture needs to come from the top, with management leading by example.
Encouraging kindness and compassion among staff can significantly boost morale and productivity. It stops people being afraid to say if there is something they need help with or don’t quite understand.
Business leaders should use their platform to create an environment of understanding and trust wherever possible. It’s important for employees to consider that they don’t always know the inner workings of their colleagues’ lives, and therefore shouldn’t jump to conclusions about them.
Practising compassion and demonstrating trust can be key to mitigating the negativity of office gossip and help to promote an inclusive work environment.
In today’s world of social and tabloid media, we are often exposed to a wider societal culture of gossip and negative hearsay, particularly around public figures. However, it’s important that the workplace remains a safe space in which people are supported and given the benefit of the doubt.
