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With how many divorces occur each year, it might be hard to believe workplace gossip still occurs. Unfortunately, it does, and it can be especially hard to deal with. Due to how this gossip can get in the way of your work, it’s important you manage it properly…

Workplace Gossip: How To Manage It

Be open and honest

Usually, workplace gossip starts when one coworker thinks another is hiding something from the rest. In fact, it might not even start out as something they intend to be mean. Instead, it could be that your coworkers are just trying to figure out what’s going on. That’s especially true if you’ve been out of the workplace for a while due to your divorce.

Therefore, it can help to set the record straight yourself. Of course, you don’t have to give your coworkers every single detail. Divorce is a personal affair, and it’s up to you to decide how much to share. A general statement about how you’ve gotten a divorce, but would like to not share anything else can be enough to put their minds at ease.

Understand how groups work

A lot of jobs tend to place workers in groups to get work done. Whether it be major projects, idea generation, or just small talk, good group dynamics tend to lead to good business results. However, workplace gossip can seriously get in the way of a group’s productivity.

If you’re in a group at work, consider what your role might be. If you’ve been out of the office for a while, or appear distracted, then your coworkers might be concerned as to what is going on. This is especially true if you’re in a management position. Therefore, try to either let them or your supervisor know what’s going on and why it won’t impact your work. When they hear that, the gossip tends to die out quick.

Get extra help

Sometimes, workplace gossip will continue even after you’ve told others about what happened. Some people will just try and spread rumors for their own amusement. When this happens, it might be time to get extra help to make the rumors stop. This might involve talking to you boss, or going to meet with HR about it.