Managing staff is a complex dance of leadership, understanding, and proactive measures. And in our sector, where compassionate care is at the forefront, maintaining a harmonious team environment is paramount. One common challenge many of us face? Gossip. Let’s delve into how we can effectively handle it, ensuring a cohesive work environment.
Understanding the Weight of Gossip
Gossip isn’t merely casual chit-chat. In the sensitive environment of adult social care, it’s particularly detrimental. Why? Gossip can swiftly erode trust, which is the backbone of our work. It transforms our cohesive care units into fragmented groups, weakening our collective efficacy.
What is gossip? I personally class gossip as any speech about another person who isn’t present. This speech may potentially be true or false, but has the power to deteriorate relationships between colleagues. More than just idle chatter, gossip erodes trust and creates an atmosphere of suspicion.
Addressing Gossip: Common Pitfalls
1. The Safety of Written Policies:
There are three main authorities a manager/leader carries: PERSONAL (people do for ‘you’), PROFESSIONAL (people do for your ‘expertise’), and POSITIONAL (people do for the ‘boss’).
While policies give structure, they can sometimes depersonalise issues. If our only response to gossip is referencing a rulebook, we risk alienating our staff and diluting our personal leadership.
We need to lead people with our PERSONAL authority. Trying to head off gossip with a written policy relies on the lesser POSITIONAL authority.
2. Delegating Upwards:
Consistently handing off the task of addressing gossip to higher-ups diminishes our leadership in the eyes of our team. It’s vital we show our team that we can handle such dynamics ourselves.
Gossip should be handled in real time wherever possible.
Behaviours Over Attitudes
Here’s a golden nugget: Instead of zoning in on attitudes, which are intangible and subjective, let’s focus on behaviours. It’s behaviours that shape attitudes, both of the individual exhibiting them and those around them. A thriving culture in our care homes isn’t just about shared beliefs or values; it’s about shared, effective behaviours. When we nurture positive behaviours, we indirectly shape attitudes and foster a collective culture of respect, understanding, and empathy.
Addressing Gossip with a Behavioural Approach
1. Documentation: When feedback is provided about gossip, always make a record. It ensures clarity and transparency. “When you talk about people when they aren’t here to defend themselves, that is gossip, and I do not tolerate gossip. It isn’t a productive use of your time and this isn’t a productive use of my time. Moving forward please don’t chat about people who aren’t around.”
2. Direct Feedback: If gossip surfaces again, take the individual aside for a private chat. The feedback will be very similar as in step 1.
3. Patterns and Accountability: If the behaviour occurs a third time, it’s crucial to highlight its repetitive nature. Discuss the behaviour, the prior feedback, and solicit their input on potential solutions. Document this and, where appropriate, obtain a signature. “What are you going to do about this issue moving forward?”
4. Disciplinary Action: Persistent recurrence might necessitate a formal process. This could relate to violations such as undermining team cohesion or creating an unsafe work environment, especially as outlined in the Health and Safety at Work Act (HASAWA) 1974. Additionally, remember that continuous gossip can transition into bullying or harassment, which requires urgent and serious attention. If you have provided feedback and documented your instructions, there may be an insubordination issue in that they may be failing to follow a reasonable management instruction.
Wrapping Up
In the heart of UK’s adult social care sector, we’re in a unique position. Our work thrives on trust, collaboration, and shared purpose. By addressing gossip with a clear focus on behaviours, we not only resolve the immediate issue but also contribute to a long-lasting, positive work culture. Let’s continue to lead with empathy, authority, and a clear understanding of the behaviours that shape our workplaces.