Everyday Human Resource Management : WORKPLACE CONFIDENTIALITY (aka GOSSIP)

Workplace confidentiality involves any confidential information that an employee can come across in the ordinary course of business. Confidential information can be broadly categorized into three main categories: Personal information of customers. Employee information. Proprietary (business) information or “trade secrets”(GOOGLE)

Workplace gossip is the informal interaction or communication that doesn't relate to work activities among work colleagues. Instead, it typically focuses on personal, private, or sensitive information. But not all gossip has to be bad.

WHAT QUALIFIES AS GOSSIP?

Gossip is conversation that's light, informal, and usually about other people's business. It can be fun to gossip about others, but no one likes it when they're the subject of gossip.

IT STARTS FROM THE TOP

Leaders and head of departments must set the example of keeping employee and company information private and confidential. Once personal information has been received about a fellow member of staff, it is not a ticket or license for anyone to repeat it.

This private information could be something good, like someone passing their tertiary examinations or they are going on a vacation to a far away-place. The private information could also be "no-so-good" - like they are dealing with a serious illness or a tragic domestic matter.

THE HUMAN RESOURCE DEPARTMENT (HRD)

All information received by the staff of the HRD is to held/lodged with utmost confidentiality and privacy, and where applicable . it should be recorded in respective file(s) of employees.

Persons visiting the HRD must know and feel that all discussions held there is confidential.

Should there be a situation where the person or their job (performance) would put the department or organization in ill-repute, they must be told that such information maybe or will be told to upper management for redress.

Examples of such is if the worker is going thru a bitter divorce or a health crises or a financial dilemma and it may affect their work/job performance.

AN EXAMPLE OF MALICIOUS GOSSIP IN THE WORKPLACE

An example is discussing how good someone is to work with or celebrating their promotion (“I'm excited Gavin's department head now”) compared to malicious gossip (“Gavin must have bribed the boss to get that promotion”).

WHAT CAN THE H.R.D. DO ABOUT WORKPLACE GOSSIP?

If the (malicious) gossip is detrimental, have their manager or a member of your H.R.D. team speak to/with the individual(s). If the employee is purposefully sharing false information, it could be considered harassment, discrimination, retaliation, slander, or defamation.

This will certainly attract disciplinary action - leading to dismissal.

CONFIDENTIALITY SIGN-OFF

All organizations should ensure all persons in their jurisdiction or payroll to read, understand and sign a promise of confidentiality. Whilst this document mainly addresses the privacy of the organizations business, it should also be understood that the personnel business of their workforce is to be protected.

An employee confidentiality agreement, or non-disclosure agreement (NDA), is a contract that prevents the employee from revealing confidential information about a business. Employee confidentiality agreements can't be broad—they must list specific information that employees are not allowed to disclose.

PROFESSIONAL CONFIDENTIALITY

Professionals are not allowed to share confidential information their clients discuss with them. This is called the duty of professional secrecy. This duty exists so people can open up freely if they need help, and professionals can take whatever steps are necessary.

GOSSIPING AT THE WORKPLACE IS UNPROFESSIONAL

Some negative consequences of workplace gossip are: Erosion of trust and morale. Lost productivity and wasted time. Increased anxiety among employees as rumors circulate without clear information as to what is and isn't fact.

IN-CLOSING

Let's not ever be caught-up with MAUVAISE LANGUE! It's unprofessional. Let's be focused on the performance of our jobs! Let's be productive.