IF you believe the office gossip constitutes unacceptable behaviour you can raise the issue with your people leader. However, you may like to address the issue yourself first by taking the ‘‘ situation, behaviour, impact’’ approach. This works in the following way: First, speak with the perpetrators and bring to life the situation by giving them context. Then describe their behaviour and share with the perpetrators the personal negative impact the gossip has on you. Once they are made aware of the impact of their actions they will more than likely discontinue the behaviour.
TIM ROCHE Practice leader, Right Management career transition
OFFICE gossip can take many forms and frequencies. It can be minor or major in its consequences, depending on many factors. If you are the subject of gossip, assess the nature of it and the possible reasons and perpetrators motives. Is it discriminatory in any way? Is it impacting on your or others’ health? Are you as guilty as others of such actions? Perhaps the first strategy is to not engage in gossip. Do not perpetuate or create gossip. Keep personal information private and do not speak disparagingly about others. If it is still impacting on your wellbeing, discuss it with your manager.