We’ve all seen it. Perhaps we’ve even done it.

It hurts. It hurts the busybody. It hurts the department. It hurts the organization.The destructive effects of gossip and grapevine rumors can undermine performance and damage working relationships. When toxic talk infects an entire department, managers may be tempted to throw up their hands and just give in. They often feel powerless to counteract the damage caused by disparaging comments and persistent negativity, believing that “you can’t change human nature.”

But tolerating these harmful behaviors is definitely NOT the best solution.

One of the most powerful sayings I’ve heard recently is, “What you allow will continue.” This applies to so many situations and definitely the toxic talk situations that can happen in a working environment.

Rule #1: Stop ignoring it. Period. Ignoring will only defer the inevitable

Rule#2: Stop rewarding it. When workers tattle to you, and you “appreciate” the information, you’ve just reinforced the behavior.

Rule #3: Stay outa the middle. Usually there is a victim and a perpetrator. By entering the conflict, you reinforce that as a solution. Don’t. Instead coach the perpetrator on how to change his or her behavior, then hold that person accountable for the action.

Rule #4: Reward the behavior you want to see. Public appreciation for those who take the high road, those who professionally handle the situation, those who are positive influences in your organization. The more positive feedback you infuse into your team, the less corrective actions you’ll need to take.

(For more tips on how to give feedback, check out this post.)

Note: I never said this was easy. BUT, the easiest road (ignoring it) is not the most effective. What challenges and solutions have you seen succeed?

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