The talk might also circle the topic of how toxic people are often disliked and don’t have a lot of friends (or close friends at least) in most cases. Speak with a concerned tone to convey that you care about the situation they are going through, and mention that the kind of people who are generally involved in tattletale behavior often have lower self-esteem. If you find the person in question to be habitually involved in negative behavior, your first instinct should be to investigate why they are behaving this way. These replies, which politely remind them of their place and introduce your concerns, can go a long way in making the office a more pleasant workplace. , there is nothing that is affecting you in this situation, but you still seem very preoccupied with it. Let’s not waste our time on the wrongdoings or personal lives of others. Some words you can use to gently remind them of their boundaries are as follows: I understand your concern, but I generally avoid having discussions about people behind their backs. Instead, if it happens around you, try to take a stand and call that person off. If you settle for a culture that involves talking behind others’ backs, then you are encouraging that, and it may end up turning against you. Tattle-tale people are sometimes very nosy and end up gossiping about matters that don’t, in any possible way, concern them. To deal with these people, you must have a very stern policy of not talking about anyone behind their back. Have you led a tattle-tale employee before? How did you handle it.A Gentle R eminder by P ersonally D iscouraging the Act: Obviously we want employees to bring things to us that matter and could hurt another employee or the business, but we don’t want our workplaces to turn into a pre-school playground. The more leaders push back and ask employees to work through the issues themselves, the more the employee is likely to do so. Employees need to know they can and are expected to work through much of this on their own. Since most of the stuff he told us was just about the way people acted or did their work, I would encourage him to work with those people to come up with a solution without involving leadership unless necessary. So how do we handle the tattle-tale employee? Had we kept this individual employed I would have talked to him about problem-solving on his own. ![]() Of all the information he shared, this was the only thing worth paying attention too. The “informant” did tell us about an employee stealing from the company and the leader had heard rumblings of that from someone on his team, but he really had nothing to go on. There was one thing on the list that was of interest. It’s ironic that so many employee relations issues are really non-issues and yet leaders spend so much time on them. Spending time investigating them would be a waste of my time (since this is part of what they hire me to do) and therefore a waste of money paying my fee. We went through the list and found that most of the stuff was pretty petty. The leader wrote down all of the information and let the guy go. He’s clearly watched too many cop dramas. Maybe he thought tattling on others would allow him a lesser sentence. He started naming names of others who were doing things he perceived as being wrong. It was time to let him go.ĭuring the termination he must have figured that if he was going down he was going to take others with him. He had been warned before, separated from the employee and had been told that further instances would result in termination. This employee was sexually harassing another. ![]() This past week I had to talk a client through terminating an employee. This can become an employee relations nightmare for leaders who have to discern what information is not important enough to waste even one breath on and what is something they need to pay attention to. ![]() Individuals who act as the company gossip and tell everything they hear especially if they think it will further their cause or career. What’s more frustrating, is that some adults never learn that lesson and this same behavior takes place in our workplaces.Įach workplace has at least one or two. It must be so frustrating for teachers to have to figure out the difference between just tattling which requires no action and telling something important that does. I watch as I drop him off at school or as he plays with groups of friends and can see the ones who immediately run to the teacher with every little thing another child does. I’ve been fortunate so far in the area of tattling with my son. Through the Rabbit-Hole of Employee Relations
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