Kill the REAL Cancer of the Workplace: Put Workplace Dysfunction on Chemo

When you think of a dysfunctional organization, you might picture a lot of screaming and yelling. That’s not pleasant to be around—but it’s also not the most destructive thing a workplace can endure. Real dysfunction has very little that has to do with raised voices.

You WILL have conflicts in the workplace. The key is to address it in a healthy and productive way. Yelling at someone isn’t the best way to communicate displeasure, but it’s a heck of a lot better than whispering behind that person’s back, which gets us into the excruciating, crazy-making world of the passive-aggressive.

If I had to nominate just one thing as the most destructive symptom of the dysfunctional workplace, there’s no contest. It’s GOSSIP.

Gossip is part of a dysfunctional workplace
A workplace full of whispered gossip is as painful and maddening as a buzzing mosquito at bedtime. It is destructive to the soul of your workplace and the souls of your people who never feel safe, always wondering who is talking behind their backs.

When people gossip about others, you may as well have them bring baseball bats and beat each other. At least that will heal. If a happy and functional workplace is your goal, there are few more productive places to put your energy than the absolute elimination of gossip.

But how?

Step one is to recognize that gossip is an attempt at communication—seriously screwed up communication, sure, but communication nonetheless. You can’t eliminate the behavior without providing something to replace it—namely a good and healthy way of communicating.

If Tom was late once again with his report, Jack might be tempted to do a little quiet backstabbing. But if he wants an actual change in Tom’s behavior and a sane workplace, all Jack has to do is to go to Tom and say, “Dude, when you are late with that analysis, I end up on my knees to my boss because then my report is late. Please promise me you’ll get that to me on time from now on.”

Reasonable. Direct. Easy.

If instead Jack makes the wrong choice and comes to you with gossip, simply say, “Gee, it sounds like you need to talk to Tom directly so you can work this out.” Lather, rinse, repeat until the person wakes up!

Once you establish a zero-tolerance policy for talking behind another person’s back, give your people permission to address conflict head-on, out loud, courageously and honestly. Create a trusting and open environment and watch the dysfunction ebb away.

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