Rumor in the Workplace
Rumor is a type of message that spreads from person to person through informal channels. It is an unverified story or proposition for belief that can be true or false, and it often emerges during crises and stressful events as people try to make sense of ambiguous, evolving information. Rumor is a major threat to employee morale, and it can lead to an erosion of trust within the workplace. Organizational leaders must be careful to control the flow of rumors in times of uncertainty or change.
The word rumor derives from the Latin “rumore,” meaning “something whispered.” It is a form of communication that is informally passed from person to person, often without proof or verification. Unlike formal lines of communication, which are intended to transmit official, verified information to all employees in a company, rumors can be difficult to control and can become distorted along the way. When a rumor is false, it can cause dissatisfaction, fear or hostility among employees. If a rumor is true, it can damage morale and reduce job satisfaction, which can lead to higher turnover rates.
There are many factors that can affect the impact of a rumor, including its degree of uncertainty and significance to the recipient. Uncertainty is measured by the amount of ambiguity in the content, and significance is based on the emotional valence that the rumor has for the recipient. In addition, there are a number of types of rumor, such as pipe dreams (i.e., wishful thinking), bogie or fear rumors, and wedge-driving rumors, which seek to undermine social or group cohesion.
Although rumors can be damaging, they are a natural and important part of human communication. They help us cope with uncertainty and anxiety by helping to make sense of ambiguous, evolving news, particularly when official sources may be incentivized to withhold information or otherwise misrepresent reality. Recognizing the value of rumors can help managers build effective interventions.
A common example of a rumor is one that alleges that an organizational leader has skimmed funds for personal gain. If the rumor is true, it can generate feelings of violation and a loss of trust in leadership, and this can lead to employee dissatisfaction and morale issues. A good strategy for limiting the spread of a rumor is to have clear communication with employees during times of uncertainty or change.
In addition, it is helpful to communicate a positive message about the organization and its mission, as this can counteract the negative effects of a rumor. It is also necessary to have a plan for dealing with inconclusive investigations of rumors.
In addition, it is useful to know that a rumor is more likely to be disseminated if it is heard by influential individuals in a culture. In order to manage this, companies need to identify trusted neutral intermediaries who can proactively contact key individuals and report on the status of a rumor. Then, when the rumor is verified or dismissed, these individuals can share this information with others in the community.