Address issues with people involved in private to handle team rumours and gossip in a discrete manner. Encourage team members to have straightforward conversations about problems in order to cultivate an environment of open communication. Clearly define expectations for confidentiality and professional conduct. Provide instruction in dispute resolution and good communication. Keep a discreet eye on team dynamics and step in when necessary without drawing attention to specific members. Set a good example by acting with honesty and openness. You may maintain trust and reduce hostility by managing coolly and discreetly, which fosters a cohesive and upbeat work atmosphere.

I’m not sure that this should be handled discreetly. This is how toxic work culture forms. As leaders we must not talk about others and we should not tolerate this behavior from anyone. Too often in my industry we act from feelings and opinions, instead of facts and circumstances. Although we may not call out the individuals publicly. The expectations must be presented and enforced publicly.

One on one sessions always help. Rumours and gossips can split a team faster than lightning. Address it promptly by going directly at the source & subject, find out the truths and take the necessary action to end it.

Rumors can be like wildfires—quick to spread, slow to extinguish. As a leader, stay calm and approach with empathy. Start by observing the impact and identifying the source discreetly. Address the team collectively, emphasizing the value of trust, transparency, and mutual respect without singling anyone out. Foster open communication, allowing individuals to share concerns in private. Lead by example—be approachable, fair, and consistent. Lastly, steer the focus back to the mission, reminding the team that collaboration is the heart of success. Remember, addressing rumors isn’t about blame; it’s about rebuilding trust. "Trust builds teams, and teams build dreams."