Tackling Workplace Gossip
Who doesn’t love a good office gossip? Hushed conversations by the coffee machine, knowing glances across the office, colleagues who “just thought you should know” – it’s all just harmless banter, right? Not quite. While gossip might seem like an inevitable part of office life, the reality is much less entertaining. Workplace backbiting can destroy trust, drain morale, and impact team productivity.
Few people understand this better than Norwegian psychotherapist Glenn Rolfsen. With over two decades of experience in psychotherapy, Glenn has dedicated his career to helping businesses tackle workplace negativity head-on. His innovative “Gozzip” method has been transforming office cultures worldwide, earning him recognition at TEDx talks and WHO conferences.
Glenn brought his expertise to Gibraltar, speaking at the 2023 GibSams Wellbeing at Work event. In this interview, he shares the inspiration behind his approach, why backbiting is more damaging than we realise, and how small businesses in Gibraltar can build healthier, more positive office cultures.
Could you start by telling me what led you to focus on workplace gossip and backbiting?
My journey into workplace dynamics started in my practice as a psychotherapist, where I repeatedly encountered the deep emotional impact of work environments on mental health. I’ve always been fascinated by human behaviour – why we do what we do, especially in social settings. Over the years, I worked closely with leaders and teams and noticed a recurring theme: gossip and backbiting were silently eroding trust, lowering morale, and even contributing to burnout and mental health struggles. This realisation sparked a passion in me to create practical solutions that don’t just address conflicts but actually prevent them.
What inspired you to develop your Gozzip Concept, and how does it differ from traditional conflict resolution?
Gozzip was born out of necessity. Time and time again, I saw how small, seemingly harmless conversations could escalate into major workplace conflicts. Traditional methods of conflict resolution focus on fixing problems after they’ve already caused damage. Gozzip flips that approach – it’s about prevention. It helps people recognise early on how their words shape workplace culture and gives teams a framework to shift their conversations toward openness and respect. What makes it unique is that it empowers everyone, not just leaders, to take responsibility for the tone of their workplace.
From your experience, why does gossip thrive in workplaces?
Gossip often thrives in environments where uncertainty, competition, and insecurity exist. When employees don’t have clear information or feel unheard, they naturally seek validation or clarity through informal channels. It’s also a survival mechanism – people try to navigate workplace politics by aligning themselves with groups or power structures. Another key factor is the lack of psychological safety. If people don’t feel safe to express concerns directly, they’ll resort to talking behind closed doors.
Some people might argue that gossip is a natural part of social interactions. When does it become harmful, and what impact does that have?
Gossip is a part of human nature – it’s how we bond and share stories. But the line between healthy social interaction and harmful gossip lies in intention and impact. If the conversation builds trust and connection, it’s positive. If it isolates, misleads, or damages someone’s reputation, it becomes destructive. In workplaces, toxic gossip creates an undercurrent of fear and mistrust, draining energy that should be focused on collaboration and innovation. It also increases stress and absenteeism – people don’t thrive in environments where they feel they have to watch their backs.
How can business owners identify when workplace gossip is becoming a problem? Are there any early warning signs?
Yes, and the earlier you spot them, the better. If you notice rising tensions, an increase in misunderstandings, or employees hesitating to speak openly in meetings, those are warning signs. High turnover and frequent complaints about colleagues can also indicate a culture where indirect communication is causing damage. One of the most telling signs is when people avoid certain coworkers or become guarded in their interactions.
How can small business owners manage gossip in tight-knit teams?
Small teams are like families – there’s less anonymity, so personal dynamics are amplified. The key is to set clear expectations early on. Leaders should model direct and respectful communication and encourage employees to address concerns head-on rather than through third parties. A simple but powerful rule I suggest is the ‘no triangle’ rule – if you have an issue with someone, speak to them directly, not to a third person. Creating an environment where people feel safe to be honest prevents a lot of unnecessary negativity.
Can you share some steps for small business owners to create a gossip-free work culture?
- Define Clear Communication Norms – Set clear expectations for respectful conversations.
- Lead by Example – Leaders must practice what they preach.
- Encourage Direct Conversations – Provide training in constructive feedback and conflict resolution.
- Recognise Positive Contributions – People who feel valued are less likely to engage in negative talk.
- Foster Psychological Safety – Create a workplace where employees feel safe expressing concerns openly.
At the 2023 GibSams event, what key insights did you share? Are there any Gibraltar-specific challenges?
My keynote at GibSams focused on the deep connection between workplace communication and mental health. I spoke about how a culture of trust and transparency can prevent stress-related issues and even play a role in suicide prevention. One challenge I noticed in Gibraltar’s small business community is the overlap between personal and professional relationships – it’s a tight-knit place where colleagues often know each other outside of work. This can be a strength but also a challenge when professional boundaries get blurred. Defining clear communication norms is even more critical in such environments.
What’s one immediate step Gibraltar’s business owners can take to improve communication?
Start with self-awareness. A leader’s communication style sets the tone for the entire team. My advice? Take an honest look at how you communicate. Are you encouraging direct and constructive dialogue? Are you unintentionally reinforcing a culture where indirect talk is the norm? By being mindful of their own behaviour, leaders can create a ripple effect that changes the workplace dynamic.
Finally, what do you hope people take away from your work, and what’s next for you in this field?
I want people to realise that workplace culture isn’t just about efficiency – it’s about well-being. When people feel psychologically safe, they perform better, collaborate more effectively, and experience less stress. My next step is to continue expanding my work on workplace mental health, particularly in suicide prevention. I’m developing the next evolution of the Gozzip model – ‘Gozzip 2025’ – to help organisations create workplaces where people don’t just survive but truly thrive.
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