Hi Geeta,
This is Vijayta. I think you should organize small meetings weekly, small get-togethers, or small parties. In addition to this, you can introduce some healthy competitions like preparing presentations and assignments. Alternatively, you could incorporate weekly sports activities so that people will be engaged in these activities. Don't forget to ask for weekly progress reports on their assignments.
Thank you.
From India, Ranchi
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1This is Vijayta. I think you should organize small meetings weekly, small get-togethers, or small parties. In addition to this, you can introduce some healthy competitions like preparing presentations and assignments. Alternatively, you could incorporate weekly sports activities so that people will be engaged in these activities. Don't forget to ask for weekly progress reports on their assignments.
Thank you.
From India, Ranchi
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Dear Geeta,
You have to avoid this immediately; otherwise, it will spoil the image of the organization. As an HR professional, it is better to send a general email to all employees stating the importance of workplace etiquette, or you can send inspiring thoughts to discourage such gossip.
I hope this approach will work.
All the best!
Ruby Pinto :)
From India, Madras
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You have to avoid this immediately; otherwise, it will spoil the image of the organization. As an HR professional, it is better to send a general email to all employees stating the importance of workplace etiquette, or you can send inspiring thoughts to discourage such gossip.
I hope this approach will work.
All the best!
Ruby Pinto :)
From India, Madras
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Yes, you can give them a warning letter for breaking office discipline and spoiling work culture. You can also follow the "Model Standing Order" version for your reference regarding which field you are going to issue the warning in. Meanwhile, engage them in some intellectually stimulating work that requires a lot of mental involvement. Ask them to prepare projects involving communication and to work with a team. This will prompt them to compete with their opponents within each group and may help diminish their tendency to gossip (this is a very old political tactic that works universally, known as Divide and Rule). However, be clear and do not let them realize that you are strategically managing the situation.
I believe that assigning team projects and, if possible, announcing prizes for the 1st, 2nd, and 3rd places may be beneficial.
Regards,
Debajit Roy
From India, Mumbai
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I believe that assigning team projects and, if possible, announcing prizes for the 1st, 2nd, and 3rd places may be beneficial.
Regards,
Debajit Roy
From India, Mumbai
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Hi Geetha,
I read the whole thread, and what I can understand is that though they have work, they still continue gossiping. I am sure somehow these individuals are able to complete their work and meet the targets.
I previously worked in a company with 115 employees, and I too faced a similar problem there. To be frank, stopping employees from gossiping is quite challenging. You will encounter different mindsets and hence different perceptions. Some might listen to your words, while some might not.
Here are some steps to consider:
1. Find out how supportive the Project Managers are to this group.
2. Identify which category these employees belong to: Stars, Prospective Stars, Average performers, or FIREWOODS. Evaluate how their absence would affect the organization or business.
3. If this group includes Team Leaders as well, you may need to employ strategies to differentiate among the TLs first. Once they are distinguished, their respective teams may also show some distinction.
4. Conduct frequent rounds during shift hours and ensure your body language conveys authority. I used to do this often. I would stand for 5 minutes and observe everyone. I would enter the production floor without anyone noticing me. Those who waste time, theirs and others', will not even be able to meet my gaze. They will receive a message that management is taking notice.
5. During appraisals, also monitor these aspects.
Considering that you mentioned management is not very supportive, you will need to employ your own strategies. I hope these points will provide you with ideas on how to address your issue.
Regards,
P Umesh
From India, Bangalore
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I read the whole thread, and what I can understand is that though they have work, they still continue gossiping. I am sure somehow these individuals are able to complete their work and meet the targets.
I previously worked in a company with 115 employees, and I too faced a similar problem there. To be frank, stopping employees from gossiping is quite challenging. You will encounter different mindsets and hence different perceptions. Some might listen to your words, while some might not.
Here are some steps to consider:
1. Find out how supportive the Project Managers are to this group.
2. Identify which category these employees belong to: Stars, Prospective Stars, Average performers, or FIREWOODS. Evaluate how their absence would affect the organization or business.
3. If this group includes Team Leaders as well, you may need to employ strategies to differentiate among the TLs first. Once they are distinguished, their respective teams may also show some distinction.
4. Conduct frequent rounds during shift hours and ensure your body language conveys authority. I used to do this often. I would stand for 5 minutes and observe everyone. I would enter the production floor without anyone noticing me. Those who waste time, theirs and others', will not even be able to meet my gaze. They will receive a message that management is taking notice.
5. During appraisals, also monitor these aspects.
Considering that you mentioned management is not very supportive, you will need to employ your own strategies. I hope these points will provide you with ideas on how to address your issue.
Regards,
P Umesh
From India, Bangalore
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Thank you all for your valuable feedback.
Here, the major problem is that the Sr. TL and developers are more than friends and have created a separate group altogether. However, as a TL, they don't realize that what they are doing is wrong. The management has a lot of work apart from this, so correcting this may never be on their list. No one here is scared of the management either.
As far as the games and presentations are concerned, "Developers are Busy" is the response I get from their management team, indicating that they should not be involved in these gaming sessions. The developers themselves hardly take any interest in this.
:(
- Geeta :(
From India, Mumbai
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Here, the major problem is that the Sr. TL and developers are more than friends and have created a separate group altogether. However, as a TL, they don't realize that what they are doing is wrong. The management has a lot of work apart from this, so correcting this may never be on their list. No one here is scared of the management either.
As far as the games and presentations are concerned, "Developers are Busy" is the response I get from their management team, indicating that they should not be involved in these gaming sessions. The developers themselves hardly take any interest in this.
:(
- Geeta :(
From India, Mumbai
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