Join Todd Dewett for an in-depth discussion in this video Dealing with gossips, part of Managing Employee Performance Problems.
- A great team has great conversations and lots…of formal and informal interactions.…Being highly social is a hallmark of better teams,…but there are some obvious exceptions.…One is the issue of gossip.…So let's begin by thinking about the difference…between discussion and gossip.…Whether it's about some aspect of work…or about a person, discussion tends to be…more friendly, and supportive, and public.…There's a productive goal,…usually to bond or share information.…The speaker is not focused on negative evaluations…of issues or people.…
In contrast, gossip is about drawing attention…to the speaker and about defaming some issue…or person, usually in a more private conversation.…Those are not productive goals.…When someone gossips, they're offering up details…about something, usually in a hushed, confidential…tone in a way that undermines someone.…The gossiping person might be motivated by the need…for attention or a desire to actually harm someone.…In general, when you hear gossip, realize that…it's very likely distorted information.…
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- Determining the appropriate intervention
- Defusing charged conversations
- Refocusing slackers
- Getting employees to show up on time
- Redirecting habitual complainers
- Engaging employees that always resist change
- Standing up to bullies
- Encouraging employees that can't handle feedback
- Helping people with personal problems
- Dealing with gossips
- Knowing when to say goodbye to an employee<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.