Client:
I have a team member who’s been gossiping, stirring up drama, and creating a really negative environment. Morale is starting to drop, and I’m hearing about things secondhand that make me concerned. How do I address this without making it worse?
Consultant:
Gossip might sound like a soft issue—but its impact is hard-hitting. It undermines trust, erodes culture, and distracts from the real work. The goal is to call it out clearly, privately, and with a focus on expectations—not accusations.
Client:
What do I say in the moment? I don’t want to sound like I’m policing conversations.
Consultant:
You’re not the gossip police—you’re the culture keeper. Approach it with curiosity and clarity.
Try this:
“I’ve noticed some conversations and tone lately that seem to be affecting team morale. I want to talk with you about what I’m seeing and the kind of environment we’re working to maintain.”
Client:
What if they deny it or say they were just ‘venting’?
Consultant:
That’s a common defense. Shift the focus from their intent to their impact.
Say:
“I understand you may not have meant harm, and the result is still that it’s creating tension in the team. We all have tough days, and when frustration turns into side conversations or speculation, it hurts the group.”
Client:
How direct can I be about the behavior?
Consultant:
Very. Gossip thrives in ambiguity. Be clear about what you’re seeing and what needs to stop.
You might say:
“Comments that criticize others behind their backs or spread unverified information have no place on this team. It undermines trust, and I expect it to stop immediately.”
Client:
What if they say others are doing it too?
Consultant:
Redirect. This conversation is about their behavior, not anyone else’s.
Say:
“I’m talking to you because I’ve observed or heard concerns about your conduct. If there are broader concerns, I’ll address those separately. Right now, I need your focus on how you contribute to the team’s culture.”
Client:
Should I document this conversation?
Consultant:
Absolutely. Gossip might feel informal, but the impact is very real. Document what you discussed, the expectations you set, and the employee’s response.
And say:
“We’re having this conversation to reset expectations. I’m documenting it informally for now, and if the behavior continues, we’ll move to formal steps.”
Client:
What if the gossip doesn’t stop?
Consultant:
Then it becomes a conduct issue. Escalate with formal warnings and tie it to your workplace standards.
You can say:
“We’ve discussed this before, and I’m still hearing reports of gossip and negativity. At this point, it’s impacting the team and will result in formal corrective action if it continues.”
Client:
So, I don’t have to be mean—I just have to be clear.
Consultant:
Exactly. Gossip loses power when you shine a light on it. Be respectful, firm, and consistent—and your culture will thank you for it.
Recap:
✔ Gossip is a conduct issue, not harmless chatter
✔ Address it early and privately
✔ Focus on impact, not intention
✔ Be direct, document it, and follow through
✔ Culture is built—and protected—through action
And if you need help scripting difficult conversations or creating a code of conduct—we’re here to support you.