In a previous Culture Tip, we shared four common reasons people gossip at work.
Now let’s focus on what leaders can actually do to reduce it.
Gossip thrives in uncertainty, disconnection, and avoidance. When those conditions are addressed, gossip naturally loses its power.
Here are four practical ways to reduce gossip in the workplace:
1. Keep Your Employees in the Know
Share the journey.
Consistently communicate where the organization is headed—along with the opportunities and challenges along the way. When people are left to wonder, guess, or assume, gossip fills the gap.
Be transparent.
Secrets, unwritten rules, and unspoken motives are a surefire way to erode trust. Transparency builds credibility and reduces speculation.
Consider open-book management.
A first step is sharing financials in a way that helps team members understand the implications of decisions and how they can personally support the organization’s financial health. When people understand the “why,” they are far less likely to create their own stories. Here's one of our favorite tools to support open-book management.
Make sure people know where they stand.
Be clear—on a regular basis—about whether team members are meeting expectations. When people feel uncertain about their performance or their place on the team, gossip often becomes a way to seek reassurance and validation.
2. Include Team Members in Decision-Making (When Appropriate)
Seek team input and feedback before and during significant organizational changes.
When people are consulted, they feel valued and included —and people who feel valued and included tend to participate less in the gossip grapevine.
Take suggestions and concerns seriously, and be sure to close the loop by communicating what actions were taken and why. Even when an idea isn’t used, acknowledging it matters.
Collaboration is a powerful tool for building belonging—but it’s important to be clear about when collaboration is appropriate and when decisions need to be made by leadership. Clarity prevents confusion and resentment. Here's clarity on when and when not to use collaboration.
3. Create Real Opportunities for Connection
Gossip often substitutes for connection. When people don’t truly know one another, assumptions fill the space.
One of the most natural ways to build connection is through cross-functional projects, where people collaborate with colleagues they don’t typically work alongside.
If project work isn’t realistic, consider creative alternatives:
- A fun, cross-team activity like a “May Madness” foosball tournament
- A monthly story jam, where team members share real-life personal stories
- One-on-one lunches or Speed Connecting sessions that move beyond surface-level conversation
The goal is simple: humanize one another.
4. Promptly Address Performance Issues
Unaddressed performance issues are one of the fastest ways to fuel gossip.
When someone isn’t performing, take the time to uncover the root cause:
- Is it a competency issue?
- A character issue?
- Or a personal situation that’s temporarily affecting performance?
Avoid assumptions and lean into curiosity. Our Close the Gap Framework can support leaders in helping someone move from where they are now to where they need to be.
If you’re looking for support in equipping your leadership or management team to address performance issues with clarity and care, check out our Empowering Accountability workshop.
Here’s to creating clarity, connection, and trust—and reducing gossip in your organization.
