Grapevine a “creepy monster”; Can call it a monster because it invades every nook and corner of any organization. It’s inevitable that this creepy creature gets all its way even with the top management, middle management and lower management and from an invisible link where unauthorized flow of information prevails. It can be truly said that its inevitable and destroying its mere roots are utterly impossible.
The above content tells all ill about Grapevine but, on a contrary it’s not that evil as well, at times Grapevines are good to be, they not only informally speak about many things but also add lot of value addition to our daily work, its also acts as KT at times.
On the other hand it’s at the discretion of the management to handle it. It is certain that it cannot be removed or destroyed completely but its effects can be minimized. The following are some measures by which this can happen:
- It is must for Top Management cadre to heed the rumors around by tracking it by being an active participant, as s/he may track down the negative stuff and add what is accurate/ definite.
- Listen without loosing temper- there may be things which are not good to hear or which might be totally false but it’s the duty of the management to pay appropriate heed to it and not to loose cool, else it may turn out to be the other way round, hence one need to be patient enough to handle such things.
- Correcting the inaccurate info- it’s necessary to interrupt and stop the flow of inappropriate and inaccurate information which otherwise will generate negative impact among the employees. When the management gets to know about these incorrect information, the management should try and communicate which is “the correct” information and try to stop spreading the inaccurate chain any longer.
- Open Door Policy: No matter how big or small the size of the organization is, the management should be such that they are easily approachable and open to the employees so that they come up to the management and openly discuss without any barriers.
- The management can also be assertive by confronting him/her directly asking him/her to stop it then and there, as an HR one needs to be smart and assertive in handling them.
- The management needs to be transparent in their approach, so that all the policies and commands are easily communicated to the employees by providing them periodical training and holding meetings at regular intervals.
The above mentioned measures are among the very few steps that the management can take which may not completely eradicate it but at least can help in minimizing its effect.
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Hey All,
ReplyDeleteGossip can be productive but always destructive. While some gossip does have truth in it, most of them are filled with false and misleading information. Expect no understanding, no trust and no respect of other co-worker's position.
We like to hear almost every type of romance gossip we could get. It could be from lovers, bachelors, straight and bisexual romance, and of course, the adulterers - the most forbidden of them all and the most talk about. Public display of affection is the main reason for this. If you don't show it, there will be no gossip and no confrontation. So simple right?
Malicious gossip can break the company's vision of a smooth and harmonious relationship. It creates a very uncomfortable atmosphere for everyone and makes people unproductive and takes away their passion for work.
So how can you get rid of these destructive gossips?
• Do not take another's comments personally.
• Listen to gossips with compassion not with tolerance.
• Look for the best in people, not the worst side of them.
• Acknowledge people.
• Communicate upsets to resolve conflicts.
Try not to be a part of the office gossip. Limit your association with people who gossip. When someone comes and gossips to you, avoid passing it on. Let the gossip end with you. Don't involve in gossip yourself; sometimes put your dignity at risk. So please, prevent awkward situations.
For the management part, I suggest the following.
Be transparent. If the management often hears same old gossips over and over again, they should device a plan how to control the said gossip and investigate the gossip to further eliminates it from spreading.
Be approachable. If one employee complaints regarding gossip involving him/her, lend an ear and keep in touch with that employee. Remember, the company that cares with its workers also does the same for the company. And avoid favouritism.
Conduct regular meetings. Reminding the employees the rules and policies are essential to minimize gossip and in turn be productive. Create policies specifically designed for gossips.
Diplomatic approach is the best way when facing these gossips.