You've Got to Be Kidding!: How to Keep Your Job Without Losing Your Integrity

What Can the Company Do?

If an employee continues to be the victim or perpetrator of gossip, management should have enough of an interest in this situation’s impact to get involved. Informal efforts (“a word to the wise”) and coaching conversations from peers or a supervisor may be enough. But if the behavior persists, the company is obligated to escalate its response through the disciplinary process. If possible, always try to find a resolution first. “Conduct” is a legitimate reason for terminating someone, and gossip fits under this umbrella term.

Many companies get a head start on solutions by making their expectations clear in their employee manuals. Even small companies can have a policy simply stating that “workplace gossip will not be tolerated,” providing a reference point. There may be disagreement about what constitutes “gossip,” or what gossip is unacceptable: Does a comment about someone’s tendency, like, “He always arrives 10 minutes late,” or “That’s just the way she is,” merit a response? When does complaining about someone “cross the line”? Is it “therapeutic” gossip or a guilty pleasure? You cannot say, “Stop gossiping!” too often—any discussion about what is acceptable chitchat will be a reminder that you and your team value mutual respect.

Let’s imagine, however, that you suspect illegal or unethical behavior is going on in the workplace, and you confide in your coworker about your concerns. Is this gossip? No, provided you have some basis for your suspicions ...