Cheap Thrills and Lady Whistledown: Gossip at Work

Dearest gentle readers

It was Queen Charlotte at the end of season 3 of television series Bridgerton who said "what's life without a bit of gossip?”.  Indeed.  Sharing of news, gossip, tales, whispers and stories is a key way humans have connected since the beginning of time.

And gossip at work can be a wonderful way for coworkers to share information, empathise, seek advice, reduce stress by allowing venting in a safe way, provide informal influence, serve as an early warning system for issues and build connections.   Constructive workplace gossip can be helpful – if, and only if, there are thoughtful boundaries.

When is gossip harmful?

When is gossip at work not good? When do you know if those boundaries are crossed?  And who draws that line? Lady Whistledown? HR?

If gossip is targeted at someone or attempts to exclude someone or a group of people, this can amount to bullying or harassment.  Workplace Bullying is defined as repeated, unreasonable behaviour by an individual or group of individuals at work towards a worker or group of workers that creates a risk to health and safety.  See our blog: You’re The Captain and I am no one: Workplace Bullying for more details of what is bullying.

There are clear legal risks of workplace gossip including bullying claims, potential workers’ compensation claims or increased sick leave.  In addition, if confidential or private information is shared, this can be a breach of privacy legislation or of confidentiality deeds or contracts.

What about an employer’s reputation? An organisation or team can be known as one with a “toxic culture” or a hostile work environment, where backstabbing, secrecy and suspicion is the norm, rather than open and constructive communication.

In addition, this can lead to damaged relationships and trust, which can fracture team cohesion and create even more, and more lasting, interpersonal conflicts.  This, in addition with people taking time off work, can also consume valuable time and mental energy, reducing productivity.

How can employers set boundaries without becoming Lady Whistledown?

Firstly, it is important for employers to be clear about what is and is not appropriate workplace behaviour.  It is inevitable that there will be gossip in the workplace.  However, having clear policies on what is bullying or harassment, and what is appropriate workplace conduct through a Code of Conduct makes that boundary clearer.

There also needs to be clear policies on the requirement to keep confidential information private, as well as mechanisms to raise concerns if required.  This also needs to be reinforced with training, including bystanding training, and making it clear what happens if someone crosses that boundary.

Secondly, if key leadership communications do not exist then gossip serves as the informal information channels instead of official channels.  This can lead to knowledge distortion, with each re-telling leading to less and less accuracy, resulting in misunderstandings and potentially poor decisions.  It also decreases management credibility if employees rely on informal gossip channels rather than clear and transparent leadership communication.

While gossip can provide people at work with cheap thrills, and can actually be a force for good, it is always helpful for an employer to give their dearest, gentle employees a reminder about boundaries.

Remotely Legal can assist employers and boards on all aspects of employment law, including advising on difficult people issues, reviewing policies and assisting with enterprise bargaining.  Remotely Legal can train your boards and management teams on how to deal with incidents and investigations.  Remotely Legal can also be your fully outsourced HR and people legal team.

RL Investigations, part of Remotely Legal, are a team of highly experienced and qualified lawyers and investigators, who can function as your independent, external investigation team providing fast, comprehensive and reliable investigation reports, workplace culture reviews and suggestions for organisational improvement. RL Investigations can also help your internal HR or investigation team to improve their investigations and assist decision makers in considering the right factors when making key decisions.

This blog is general advice only.  Please obtain legal advice in relation to your specific circumstances.  This blog was written by a human so please seek permission if you wish to copy any of it.