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Dear Wendy
Dear Wendy

HR Presentation to tell Adults to be Adults – Suggestions Please

Home Forums General Chat HR Presentation to tell Adults to be Adults – Suggestions Please

  • This topic has 18 replies, 4 voices, and was last updated 3 weeks, 6 days ago by Carrotstick21.
Viewing 12 posts - 1 through 12 (of 19 total)
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  • #1099491 Reply
    PurpleStar
    Guest

    Hi – lurker here but need some ideas. I am HR for a small section of a larger company. Meaning big decisions are made at the home office and I handle new hires, employee relations and easy things on the local level.

    We have a few staff that are gossip mongers – to the point that our local admin has asked me to address this at the next staff meeting. I am going to go with the Chain of Command thing and remind everyone that questions about other staff should go to supervisors to prevent confusion and that supervisors need to stop questionable questions and comments in their tracks.

    How do I do this without sounding condescending? Because this, to me, is an absolutely ridiculous presentation to have to put together. These are adult professionals acting like middle school students. And I so want to put together a presentation that uses stick figures and slogans about getting along and playing nicely with others. Which I know is completely inappropriate and makes me the middle school student.

    Ideas – please ??? I am desperate – I need to make this presentation next week and have not even begun to work on it. Basically, because my actual job keeps me busy all week.

    Thanks !!

    #1099550 Reply
    Dear Wendy
    Keymaster

    bump

    #1099551 Reply
    Fyodor
    Guest

    What are they gossiping about exactly?

    #1099553 Reply
    Kate
    Keymaster

    Ok I’m not HR, but all the trainings I take about stuff like harassment and bullying and compliance, keep repeating what the PROCESS is and who you’re supposed to report things to. So can you just keep it factual like, with questions like x, y, z, here is who you need to go to. You don’t have to reprimand them but like, hey, so lately we’ve seen a lot of questions about… and we know everyone is curious and it’s normal to wonder about these things… wanted to address where and how you can get your questions answered.

    #1099554 Reply
    Kate
    Keymaster

    Like don’t make it about gossip-shaming, but more like, organization needs clarity, we want to avoid misinformation, minimize anxiety, blah blah.

    #1099557 Reply
    Prognosti-gator
    Participant

    If you google “stop company gossip” the first page of results has a lot of resources addressing this very topic.

    If you have a few offenders, the advice is NOT to bring this up in a group setting. Basically, all you’ll be doing is feeding the fire by making people wonder if they’re the one being addressed. It is better to address the few offenders personally and talk about the impact on collaboration and morale.

    #1099560 Reply
    Kate
    Keymaster

    💯 on talking to the main offenders separately.

    #1099563 Reply
    Ange
    Guest

    I was going to say, this has probably already got a bunch of resources written by relevant agencies out there. If you absolutely have to do the presentation you could maybe address the company complaint handling procedure and reiterate workplace bullying/behaviour policies or whatever without it being a call out and then speak to the worst offenders privately.

    #1099565 Reply
    FYI
    Guest

    I would not do stick figures, and I would not obliquely talk about “chain of command” because that has nothing to do with the actual problem here. People aren’t gossiping because they don’t understand the chain of command. Putting it in those terms, in a group setting, will just confuse everyone.

    Push back on doing the presentation. If there are clear culprits, then HR needs to talk to them directly and be straightforward.

    #1099579 Reply
    PurpleStar
    Guest

    Sorry – been swamped and away from my personal computer. Most recent incident was a new hire that was at the home office for training and the rumour that I, local HR heard, was that the new hire had quit. Simply because she was not seen in our office that week.

    There is also a program supervisor that staff members bring rumors to. And the supervisor instead of shutting it down or going up the chain to verify also will spread to her staff. I know that she has been spoken to about it.

    But my administrator wants me to do a presentation – basically because she doesn’t want to so has shoved it off to me. So I have to put something together.

    I think I am going to stick to chain of command and teamwork and office morale. Like Kate said – just policy and procedure.

    Stick figures were a joke – I have more respect for my co-workers than that. The situation is just frustrating because I know the origin of most of the rumors but have been instructed to address all staff since the admin can’t seem to reign in one or two people.

    #1099581 Reply
    Kate
    Keymaster

    That’s shitty and the presentation isn’t going to have any impact. Instead, there need to be consequences for the supervisor who is the main problem. She needs to have been warned and then written up.

    #1099585 Reply
    FYI
    Guest

    Genuine question: What would happen if you elect to do the effective thing, instead of just following orders? Just because your HR Admin tells you to do something, that doesn’t mean you can’t have a conversation with her/him about what would work better. You can be more than an order-taker. Tell the HR Admin what your research shows on the topic, e.g., “Business Insider says the best way to stop gossip is …” “AskAManager” suggests X to reduce gossip…” etc. Be proactive.

    Honestly, I would be totally perplexed by a “chain of command” presentation. I wouldn’t understand what that has to do with gossip at all.

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