QUESTION: Lots of rumours are going around, but the management is not clearing the air.
REALITY: The management is not in the business of reacting to each rumour, unless It’s serious one.
An active and responsive management will strive to build an ,organization culture where rumour-mongering is minimal. While It may be easier for small companies to quell these rumours due to faster communication, it can become a serious issue in large companies. Rumours can take a couple of different forms: they could be generated by a simple case of a person’s resigning for an unknown reason and the news not getting officially communicated; or they could be something of high significance like major organizational changes, a company being sold or a product line closing down.
Usually, in the case of any issue that has a wider impact, the management’s intention is to come out with the information at the earliest opportunity. But most of the time, the management has to wait for a clear picture to emerge or for the relevant information to be available, before it comes up with a decision. A premature announcement would only lead to more issues. Some sensitive information needs to be handled very well; otherwise, it could create panic and unnecessary tension, leading to irreparable damage. For example, if the rumour is out that the company is closing down, some employees might start looking for a job immediately. The company, on the other hand, might be trying to line up with another company or companies to absorb a few teams as a unit, so that people are transitioned smoothly.
Rumour is a difficult thing for any management to handle. If it is not acted upon immediately, employees feel that the management does not care about addressing their concerns. By remaining silent, it fuels more misinterpretation. And if the management responds contrarily to the popular belief, then it is accused of making up a story or indulging in a cover-up.
A rumour may even turn out to be true, but managers may not be-ready to comment . publicly. They have a duty to shareholders and, therefore, cannot consult employees before announcing to shareholders what is going on. Hence, they normally do not respond to rumours.
WHAT CAN YOU DO as THE EMPLOYEE? You should understand that as and when the organization feels if necessary, it will publish the information. You should concentrate on your work rather than give credence to any rumour. If the rumour is bothering you too much, then take it up with your Manager and seek clarification. Managers might not be in a position to comment as, most likely, they too might not know any better. You will be taking a risk if you act going by rumours, as only time will tell whether the rumour was correct or not.
WHAT CAN YOU DO AS THE MANAGER? It is better to be quick in communicating any decision as any delay will only generate more rumours. But you should avoid disclosing any information prematurely, as this will cause more harm than good. Also, the choice of words is very important while answering or spiking the rumour, as improper words wou4c1 add more spice.
