Workplace Gossip: Handle It Right

Keeping your motivation to work during your divorce can be a challenging task. One of the things which can make that so tough is workplace gossip. While it can be annoying, there are some ways to handle it so you can get back to work without these interruptions…

Workplace Gossip: Handle It Right

Be open and honest

Workplace gossip tends to start when other coworkers think another one is hiding something. Often times, it may not even start out as malicious. Rather, it’s just your coworkers trying to figure out what’s going on. Therefore, one of the best ways to cut down on this gossip is by setting the record straight.

Of course, you don’t have to share every detail as to what has happened. Divorce is still a very personal matter, so it’s up to you as to how much info you give out. Also, if you haven’t already, it’s a good idea to let your boss know first before other coworkers. That way, they can help you keep a stable work-life balance and help address any rumors that have gotten out of hand.

Understand group dynamics

Most jobs have some kind of dynamic between coworkers. Whether it be working on projects together, sharing ideas, or just making some small talk, strong dynamics tends to lead to a strong business. However, workplace gossip can derail these dynamics, so it’s important to understand how they work.

Consider what your position is in the groups. Are you in a management or leadership position? If so, then your coworkers might just be concerned if your personal life will impact your work life. If you aren’t, then it may also be a good idea to let your manager know what’s going on, so they see it isn’t an issue. When coworkers can see that your divorce won’t impact your working ability, the gossip tends to die out fast.

Persistent rumors

Sadly, some people like to fuel workplace gossip for their own personal drama needs. These people will always try and draw up a story, usually for no real reason other than they’re bored or want to cause drama. When you encounter these people, it’s time to take things to HR. After all, everyone has a right to feel safe and accepted in the workplace.