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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.

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