Be Good At Gossip In The Workplace

In a sense, gossip and gossip are unavoidable parts of the organization's operation. It involves managers in the decision-making level and ordinary employees at the executive level in daily work.

Management experts point out that gossip as a gossip and gossip can also become a tool for corporate management. Sometimes, management consciously uses grapevine as a non mainstream channel to spread certain official and authoritative messages in the company. Professor Grant Michelson of University of Sydney and Professor Suchitra Mouly of Oakland University described chatting as "social secret", because in the organization, gossiping will help colleagues establish good cooperative relationship. "Grapevine" has the function of assisting the official transmission system to transmit the company's decision-making, while building intimacy among employees.

"They say the new organizational structure will save money, but in fact, it brings a lot of trouble."

"The main reason for the manager to save money in our department is that the company has just allocated a horse for him."

Have you ever heard such talk in the workplace, especially when the organization is facing major changes, such as mergers and acquisitions. These are through face-to-face conversation, e-mail, SMS, personal phone, Internet information and so on.

Australian researchers PrashantBordia, Victor Callan, and others believe that seemingly casual gossip actually hides people's conscious social and political purposes. On the whole, good friendship and social relations in the organization are the purpose of their gossip. They establish an ally and trusted ally in the organization and strive for greater personal and organizational interests through this hidden organization.

Rumors usually have a greater impact on "people", while the content of chatting mainly refers to the internal factors and external factors that have a profound impact on the work efficiency and state of employees, such as the state of life, the company's financial situation, unemployment rate, and personal occupational safety. Therefore, when corporate environment changes, it is most likely that the time comes when rumours are coming.

Managers in organizations can manage the spread of information with grapevines. Employees can also use gossip to spread rumors that I want. If you have some suggestions for the organization, for example, "I really hope that the logistics manager can get the voice mail system right away. It is not easy to use now, and it is easy to waste." Working hours "

"Managers sitting in the office don't seem to know the needs of front-line workers. Actually, the workers want the e-mail system to be of no use, because even if they know how to enter the e-mail system, they can't understand the profound meaning of the mail that strangers wrote to them."

"I hope that the boss can let us solve our problems ourselves - I am afraid we ourselves know more about our work." management experts found that such "I hope" rumours can outline the problems that employees encounter, and if they can reach the manager's ears, they can directly lead to the improvement of the productivity, working conditions and working conditions of employees, and also provide the basis for improvement for the whole organization. Of course, many companies offer feedback from the bottom up, but most people tend to view the "suggestion box" hanging in the company as nothing. Unless the organization manager conducts an investigation and voluntarily collects staff's opinions, the official feedback channels will not achieve much results. Therefore, for ordinary employees, the offensive "I hope" chat can help you work smoothly.

The relationship between coworkers and small groups will form an interactive growth trend with office gossip and gossip. Bordia and colleagues point out that gossip is closely related to the degree of anxiety people feel at work. If people feel more anxious in the company, the more likely they are to provide a hotbed for gossip generation.

Studies have shown that there is moderate tension and anxiety. emotion People are more likely to pass on the information they think is right, otherwise, if they are proved to be wrong, they will easily affect their relationship with their colleagues. But with such high levels of anxiety in organizational change, even the absurd gossip is likely to be passed quickly.

In the study, Professor NancyKurland and Lisa Hope Pelled of South California also discovered the subtle relationship between power and relationship and gossip. They found that those who were regarded as "chatter" and "those who could not keep secrets" were often those who were isolated from those small groups, but could join the group when chatting. Similarly, a person who lacks integrity can not be trusted whether he or she is positive or negative, and the information they transmit is unlikely to be transmitted. Another reason is that colleagues are worried when they hear the news of these kinds of people: will I become the next speaker in his mouth? In fact, this unwelcome person is the object of other colleagues' annoying, and is usually the object of the other coworkers' negative gossip.

On the other hand, a person who often shares positive gossip with others and (or) can obtain official information through informal channels of information, often gaining an ascendant position in "gossip workshop" and gaining their trust and respect among colleagues. Positive gossip has another advantage. It is through the source of gossip that new recruits can gradually understand and learn about the values of the organization, how organizations are built and run in their daily work and share information from others in the working environment.

The organizational environment of change often determines the spread of gossip, and at the same time is influenced by the spread of gossip. When an organization is being rebuilt or listed, or when new equipment and processes are introduced, it is the four day of gossip. The reason is that uncertainty and uncertainty can promote gossip and gossip, and employees share hearsay with each other when official channels are unable to provide the information they want, with a view to reducing uncertainty.

Whether these gossip is positive or negative, according to the researchers represented by Prashant Bordia, these messages have the following contents: 1. changes in jobs and working conditions; 2.. The nature of organizational change; 3., changes in performance brought about by organizational change; 4. changes in management; 5..

negative Hearsay The focus is on possible unemployment and other potentially bad working conditions.

For example:

"This restructuring may result in fewer jobs - some of them may be dismissed."

"After mergers and acquisitions, we will probably arrange more offices for some managers. We may have to move to other venues."

In contrast, the positive implication of gossip focuses on the improvement of jobs and working conditions:

"After the new building is built, we will have a more comfortable tea room and bathroom facilities will also be greatly improved."

"Most employees will enter new office buildings."

When organizations are in the process of change, every organization can anticipate rumors that may arise within the organization. Recently, I used a new contract when I was recruiting an assistant professor at my university, so the "vine" of the new contract grew rapidly, which made many people who are not familiar with the process and management know enough information.

Therefore, all information circulation and dissemination are carried out in a certain situation. If we want to benefit from the "grapevines" of gossip and gossip, such as harvesting good work relations and achieving the desired organizational goals, all employees need to accept the fact that hearsay is always present in our hearts. What the management can do is to pay close attention to the growth of these grapevines, to understand the reasons for their anxiety, then to solve the problems they want to know and to solve their worries.