Ducks in a Row: Rumors—the Fastest Way to Destroy Culture
by Miki Saxon
Rumors are the fastest way to destroy trust and culture, not to mention your team’s morale, productivity, longevity—the list goes on and on.
Managers who stick their head in the sand in the hopes that the rumor will die a natural death are in for a rude awakening.
The only way to deal with rumors is head on and publicly.
Call your group together, state the rumor and tell them the truth. If something in the rumor response is confidential level with them and explain why it is.
For example, if there is a layoff rumor it’s either true or false. If true, admit it and explain as much as possible. If you can identify specifics—when, which departments, who, etc.,—and be honest! Or tell them when you don’t have information or that you can’t share it.
People aren’t stupid, if you say there is no layoff coming and it happens two days later they will know you lied and lies cast a long shadow. People will understand that you can’t give details, but lies are something else.
The only way to deal with the rumor mongers is privately and only if you are positive that you have the right person.
If you are sure start by asking why they said what they said.
You may find that it was innocent and actually started in another group or department. In that case make them feel safe in coming to you first if they hear something in the future.
If they deny it and you are still absolutely sure thank them and then watch them like a hawk. If they are real rumor mongers they do it for kicks; thinking they got away with it usually makes them careless and you will catch them the next time.
You need proof to act and that may take time, but the more confident they are the easier it is to catch them; just remember to document everything.
Flickr image credit: http://www.flickr.com/photos/zedbee/103147140/
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