The truth about workplace revenge
Seven out of 10 people admit to spreading potentially harmful rumours at work, and while their motives vary, seeking revenge against an employer can be a key motivator, research has found.
Employees spread rumours at work for different reasons, from trying to gain acceptance and fitting in, to trying to access information. But those who feel hard done by at work may be just as likely to spread rumours in order to take revenge.
Dr Kohyar Kiazad, co-author of the article: Rumour as Revenge in the Workplace, says employees and employers often enter into a 'psychological contract' when an employee starts a new job. It is that contract that sets the unwritten terms for how each party expects to be treated in the future.
"The psychological contract might be explicitly spoken of or even just perceived. However if that contract is broken some employees may reduce their work effort or begin spreading harmful rumours in order to get revenge."
Understanding the terms of the psychological contract is complex, Dr Kiazad says. For example, an employee who believes their wage will increase after a year's service because they were told so by a supervisor, will feel hard done by if the pay rise does not eventuate. Even if the assumption about the pay rise was incorrect, the employee may potentially act out against the employee for breaching the terms of their psychological contract.
Psychological contract breaches, due to a company restructure involving job losses or promotions that do not eventuate, are sometimes unavoidable, the research suggests. However open and honest communication with employees, as well as providing realistic expectations when employing new people is a crucial part of relationship building and minimising reputational risks for companies, Dr Kiazad says.
Department of Management
Rumours are most likely to be circulated within corporations at times ofuncertainty when there are communication problems between managers and staff.In the absence of information, rumours are the product of an informal,collective problem solving process.
Malicious or just a conversation?
Dr Peter Langford – a psychologist and director of workplace surveycompany, Voice Project – says workplace gossip is an inevitable and unavoidablepart of human nature that is not always motivated by maliciousness.
"The vast majority of office gossip is just normal conversation. It is how people make sense of their workplaces. We aresocial creatures and we have access to small pieces of information that weshare and exchange in order to gain an understanding of theworkplace," he says.
However, Dr Langford agrees that when a psychological contract has beenbreached, some employees act out in order to balance out theperceived misdoing. Spreading rumours in order to cause reputational damage toa company or manager is one tactic an employee might use, he says.
Providing employees with as much information as possible aboutsituations as they arise, while encouraging open and honest feedback betweenmanagement and staff, can help companies minimise the fall out of the spreadingof harmful rumours.
"Communications within the organisation is terribly important.There needs to be consistent and relevant communication from management aboutwhat is happening within an organisation," Dr Langford says.
"That said, leaders need to be authentic. These days we can smellmanagement spin a mile away!"
Why we spread rumours
There are four core motivational goals for spreading rumours
- Information gathering: People spread rumours in order to access further information. This is sparked by their need to be able to nimbly react to the environment in which they work.
- A sense of belonging: Sharing information via rumours assists with relationship building.
- Self-enhancing: Self-oriented motives for spreading rumours, such as undermining a rival's career progression.
- Seeking revenge: While not all people will spread rumours for revenge purposes, those who feel hard done by in the workplace are the most likely perpetrators.
By Jane Lindhe