This article talks about the impact of employees chatting, gossiping and asking questions about work stuff “around the water cooler.” The grapevine, or call it what you will, is a natural human communication system that occurs whether you like it, want it or not. Trying to tame it is tough and, unless there are legal, morale or safety reasons, maybe you shouldn’t. Trying to leverage it or manipulate it for your own ends? Good luck. Laws of unintended consequences come into play there.
But you should always be aware and have an ear to the ground and a finger on the pulse (and a nose to the wheel and a shoulder top the grindstone… Just one shoulder though or you’ll stuff your back.) If issues crop up, you can nip them in the bud. Better to deal with a pimple than a volcano, I always say.
The article rightly reckons that by delving into water-cooler chat, you can pick up the consistently asked questions and that’d be good to know. Questions indicate uncertainty and I believe a critical role of workplace leadership is to minimise uncertainty. The article cites some examples:
1. Are the top leaders at my organisation are committed to making it a great place to work.
2. Is there is trust in the leadership of the company where I work.
3. Can I believe this company will be successful in the future.
4. Do the top leaders at the company where I work really value people.
5. Do I know how I fit into the organisation’s future plans.
6. Are career development and growth opportunities are available to me at this organisation.
And of course, the most pressing question of all – who is going to swap out the empty water cooler!?