In Beth Weissenberger’s article about gossip in the workplace, she notes that gossip between coworkers never promotes a productive work environment.
When conflict arises (and inevitably, it will) managers can use assessment results to determine what behavioral traits may have led to the conflict.
Gossip in the workplace is never productive, and there are much more constructive ways of bringing negative issues to people’s attention than through gossip. Teams are especially vulnerable to gossip once it begins, so the manager or leader should enforce a strict “no gossip” policy. When productive communication is scarce, employees become less and less able to effectively complete their work.
Employee assessments enable managers and leaders to better understand their employees. When conflict arises (and inevitably, it will) managers can use assessment results to determine what behavioral traits may have led to the conflict. Assessments can also provide insight into those who are more likely to gossip. By understanding employees’ preferred methods of communication, managers can better enforce a “no gossip” policy and promote open communication.
