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013 | 8 ways to gossip-proof your onboarding process
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Treść dostarczona przez Rika Whelan | Workplace Gossip Strategist. Cała zawartość podcastów, w tym odcinki, grafika i opisy podcastów, jest przesyłana i udostępniana bezpośrednio przez Rika Whelan | Workplace Gossip Strategist lub jego partnera na platformie podcastów. Jeśli uważasz, że ktoś wykorzystuje Twoje dzieło chronione prawem autorskim bez Twojej zgody, możesz postępować zgodnie z procedurą opisaną tutaj https://pl.player.fm/legal.
How can you ensure that new employees don’t gossip?
Imagine this: you have a completely gossip-free environment, a positive company culture, and great team communication, and then… a new employee comes along and ruins it.
Within weeks of them starting in your department/organisation, you notice a drastic decline in team morale, there’s misunderstanding upon misunderstanding.
You decide to ignore it because they must still be fitting in and you had such a great interview with this new employee, you feel you just want to give them a fair chance.
What would you do?
According to the Tuckman model (tune in to an upcoming episode where I'll explain this in detail), all teams will go through a storming phase when a new employee comes along as they learn to work together.
However, when does this become concerning?
When it comes to gossip and negative attitudes and spread to other employees, you should always take it seriously and ensure you speak to your team, no matter how short or long they’ve been there, no matter what they’re working through in their personal lives, gossip and negative attitudes should not be taken lightly.
It can cause a lot of damage in a very short amount of time, and you’ll have to spend a significant amount of time repairing the damage.
So how can you ensure that this doesn’t happen?
You gossip-proof your onboarding process.- Discuss no-gossip policies and expectations in interviews.
- Onboarding documentation - must be clear regarding the expectations!
- Onboarding Training - must be clear regarding the expectations!
- No-gossip pledges or value statements.
- Open channels of communication.
- Follow-up meetings at 3 & 6 weeks and 3&6 months.
- Make necessary changes to onboarding programs.
- Accountability
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