05.09.14 The 12th Leadership Practice for Managing Negative Gossip : Develop a Gossip Management Policy

Develop a Gossip Management Policy

A Gossip Management Policy is a document that outlines the steps for reporting gossipmongers; including clear conflict handling strategies and guidelines on channels to be used in case team members are displeased by rumours.

Miriam, being the firstborn, should have figured out the best steps to take, in case a disagreement or grievance was to arise amongst the three siblings.

In the case of JuaLink, a gossip management policy would have prevented all the gossip-related difficulties that led to the drop in the Agency's business performance.

The policy usually restricts any non-work-related conversations about members’ personal issues such as health, safety; or harassment on the grounds of race, gender and the like. It also commonly prohibits the use of social media and email platforms to disseminate negative gossip, defamatory language, and messages inciting rebellions or strikes. The policy should protect team members’ privacy by advising against disclosing sensitive personal information except if formally required, in which case the organisation should assure members that their personal details will be kept confidential.

It is always better to nominate an interdepartmental taskforce to draw up the policy, led by the human resource manager, so that it is inclusive rather than imposing the document on members. Once in place, the document should be presented to the board for approval; then shared with all team members who should sign to commit that they have read and understood the content. The process can be supported with internal seminars to ensure that everyone understands the policy, including the disincentives or disciplinary action that will follow in case a person fails to comply with the instructions therein.

As a word of caution, the policy should not be too strict that it muzzles members from airing their dissatisfaction, otherwise, it will not be enforceable. The policy should be part of your Employee Handbook and the Human Resource Manual.