Frequently seen as a toxic element in the corporate environment, gossip is being reevaluated from a new perspective. Hogan Assessments specialists — a global leader in workplace personality assessment and leadership consulting — analyzed the topic in depth and identified three positive and relevant impacts that gossip can have on organizations.
1 – A reliable source of information in the workplace
During times of crisis or structural changes, the flow of internal information tends to decrease, leaving employees uninformed and insecure. In this scenario, gossip emerges as an spontaneous form of communication, filling gaps left by formal channels.
"When formal channels fail, gossip becomes a vital line for sharing information," says Allison Howell, Vice President of Market Innovation at Hogan. Instead of viewing it as inherently negative, organizations can recognize its role in reducing uncertainties and helping employees cope with transformations.
In addition to keeping teams updated, this type of informal exchange can alleviate anxiety and stimulate adaptability in turbulent times.
2 – A strategic ally for attentive managers
For proactive leaders, paying attention to behind-the-scenes conversations can be a strategic tool. Gossip functions as an early warning radar, signaling possible conflicts, tensions, or changes in organizational climate before they become critical.
"Gossip is not just idle talk; it reflects the thermometer of the work environment," highlights Howell. Managers who stay attentive to these signals can strengthen team bonds, reinforce company values, and promote a culture of trust and transparency.
This type of active listening also contributes to strengthening emotional and social connections within teams, creating an informal support network. When well conducted, the practice can even promote the team's self-regulation.
"It is important that leaders follow the content of these conversations, avoid harmful distortions, and know when to intervene," he adds.
3 – A diagnostic tool for effective leadership
Gossip can also serve as a thermometer for deeper issues. When persistent, negative comments indicate unresolved conflicts or failures in organizational culture that deserve attention.
"Instead of demonizing gossip, leaders should see it as a symptom of underlying challenges," says Howell. By investing in resolving conflicts between teams and improving communication flows, the work environment becomes healthier and more cohesive.
Trying to suppress gossip through punishments, such as negative performance evaluations, is usually ineffective and, in many cases, worsens the problem, intensifying an environment of distrust. On the other hand, encouraging open dialogue and acting on the root causes is a more productive approach.
"Companies that recognize the virtues of gossip can turn this behavior, often misunderstood, into a true ally," concludes Howell. By using it as an information channel, cultural reinforcement, and diagnostic tool, it is possible to promote more empathy, transparency, and a high-performance culture.
