Leaders Should Embrace Gossip – Not Fight It

If you’re like most people, you probably spend at least an hour a day gossiping. Defined as the exchange of information about absent third parties, gossip has been a fundamental part of human behavior for millennia. The Mesopotamians gossiped, the Greeks gossiped, and now, thanks to social media, we’re gossiping more than ever.

Yet from childhood, we’re told to frown upon this behavior. "Don’t gossip!" they say, as though it’s a habit we should outgrow. But why? What if gossip isn’t the problem – but how we’re using it is?

The Deep Roots of Gossip

There are several compelling theories as to why gossip is so deeply ingrained in human interaction. British anthropologist Robin Dunbar's book "Grooming, Gossip, and the Evolution of Language" suggests that gossip is our way of building social bonds in larger groups. Dunbar’s theory posits that gossip evolved from physical grooming as humans needed a more efficient way to create relationships beyond small, intimate groups. And over time, idle chatter transformed into something more strategic – gossip became a tool for forming alliances and navigating social hierarchies, critical for survival.

A more recent computer simulation , conducted by researchers at Stanford and the University of Maryland, revealed that about 90% of people took the opportunity to engage in gossip when given the chance. Even more fascinating, the study found that gossip spread information about reputations in a way that created social good – enabling individuals with better reputations to rise in popularity. Gossip, it turns out, plays a pivotal role in social order.

Gossip in the Workplace

Given its deep evolutionary roots, it’s no surprise that gossip thrives in corporate life. Whether we acknowledge it or not, some companies are already embracing it by providing tools like Yammer, Blind, Hush, or Whispli. These platforms, often seen as internal communication tools, give employees opportunities to express themselves – sometimes through the lens of gossip.

So, how can leaders shift their perspective and turn gossip from a potential hazard into a tool for positive organizational change?

Three Ways to Turn Gossip into a Leadership Asset

1. Create Safe Public Forums Model the behavior of "saying the unsaid" during town halls. Praise employees who speak openly about their concerns. For those less comfortable with public speaking, create anonymous online platforms where people can raise issues safely and transparently. By doing this, leaders bring private whispers into the open where they can be addressed constructively.
2. Be a ‘Good Gossip’ Approach gossip with curiosity and empathy. Instead of judging or condemning the subject of gossip, ask questions like, "I wonder why this is happening?" or "Could there be a deeper issue at play?" By framing gossip in a way that seeks to understand rather than criticize, leaders encourage their teams to think more deeply about the underlying causes of behavior.
3. Turn Gossip into Feedback When you hear gossip, focus the conversation on productive outcomes. Ask questions like, "What is the root cause of that behavior?" or "Is this person aware of the impact they’re having?" Then, work together to find ways to bring these insights into the open, creating a culture of transparent feedback.

Embrace, Don’t Erase

Instead of trying to shut down gossip, leaders should embrace it – and guide it. Gossip isn’t going away; it’s part of who we are as humans. The key is not to suppress it, but to transform it into something constructive. When handled well, gossip can provide valuable insights and strengthen bonds, both crucial for a thriving workplace.