Home » Blog » So what can you do about the office grapevine?

We’re all aware of the office grapevine, an unofficial channel of communication in the workplace. Although it doesn’t have a formal structure, it is still very effective at conveying information. Communications move in different ways according to which employees know each other well, whether they interact with each other socially or only as part of their jobs. It isn’t restricted to following the typical hierarchical flows of information, up and down the chain of command.

Due to the interconnected network structure of the grapevine, information flows quickly between individuals and can rapidly spread across an organisation.

Sometimes the news or information that travels through the grapevine is harmless, such as a colleague getting married which can be cheerfully spread across a company. However, sometimes it is more damaging. Negative gossip or sharing confidential information can be destructive and fuel rumours which can lead to misunderstandings. For example, important information about a business re-structure could rapidly be spread and misunderstood without the official explanation.

The grapevine isn’t something that can be controlled by the board or the senior management team. News can spread very quickly and employees will often take it at face value, believing it to be true. Depending on the circumstance or company culture, it may be that staff prefer to believe the gossip rather than the official communications from management as they may believe the official versions only tell them what the directors want the staff to hear.

Of course, when the rumour mill really starts to get into gear, the message itself may change as it passes from person to person. Just as in a game of Chinese whispers, the meaning of the message may become quite distorted. More than just speculation and gossip, the message being passed on can actually turn into outright untruths and false rumours, fuelling anxiety and creating tension or conflict.  So how can you shut down false rumours?

You can counter the grapevine rumour mill with frequent and open communication and so ensure your employees trust they are given information they need. If you’re the one supplying it in the first place, then the grapevine will cease to deliver what staff want from it.

Of course, informal communication can also have positive effects when it’s not centred on false rumours. Informal communication encourages an interchange of ideas, feelings and opinions that can generate a team spirit and a sense of inclusion for staff. It can also drive innovation in business.

In disciplinary situations, informal communication can also be of helpful. If an employee is not meeting the required standards, or is frequently late, an informal chat can often solve the problem. Simply having a quiet word with someone can help to press home a point that doesn’t need to be made formally, or be put on the record.

While the grapevine is not always a bad thing, it’s important to be sure that you aren’t contributing to the rumours yourself by saying things in the wrong way. The way you communicate is critical and has a profound effect on how your employees feel and react.

Feel free to call us have a chat, not gossip, over a coffee.  We can be contacted on 01483 697 076

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