Office Gossip could be fun if it isn't salacious. It usually only turns out to be damaging when you harm someone's reputation.

After all no one likes the idea of being the target of gossip so it's certainly important that you watch your words before you talk about your personal lives to colleague. Who knows who could turn out to be a gossip monger, who would invariably start spreading rumors about you!

On the other hand if something about you surfaces, have a frank talk with your reporting head. This is necessary because it is the responsibility of the managers in an organisation to ensure that malicious gossiping doesn't happen in and around the workplace, so if something does surface, they will know the next course of action better. And if you're a manager it is very important to make sure that you don't get lured in by the gossip; it is your duty to minimise it, so ensure that you do just that.

Practical solutions to curb gossip

Think twice before you vent your frustration
With the effects of the recession still being felt, employees are battling job insecurities, which does seem to have become a reason to gossip about the company or the employer beyond the walls. But it would pay to remember that you should never tarnish the company's reputation by venting out your frustration about the employer or the organisation, especially because this can ruin your career and make you lose your job.

Managers should keep the communication channels open
Every manager who heads the team should realise that communication has to be open and frank when dealing with subordinates. It is the sole responsibility of managers to connect with the team members by communicating and updating them about changes or future plans of the organisation to stop people from twisting facts.

If there is a communication gap between managers and team members it can have damaging effects as this can widen the gap and ruin work productivity. Employee insecurities can swirl gossip out-of-control, which can create a negative impact.

Organisations should warn gossip mongers
If any of the employees in an organisation has the habit of spying and spreading spiteful rumours about somebody's personal and professional affairs, the organisation should work towards curtailing and putting an end to it as this can unnecessarily damage the organisation as well as the employee's repute. It is the duty of the HR Managers in the organisation to get involved and ensure that employees do not spread needless rumor and gossip, which can affect work productivity.

But while doing this the organisation should also keep in mind that curtailing gossip does not mean that they have to stop employees from socialising. The Human Resources department can make it a point to clearly inform employees about company and HR policies as it certainly helps restrain gossiping and also helps curb problems and disagreements