someone asked what to do as a manager when they’ve heard that an employee has bad mouthed an organisation. that’s a broad question, but i posted it to a number of business consultants on twitter. i was surprised to find a general consensus.
1) the term “bad mouthing” itself is negative and sounds like an emotional response from the manager. whenever there’s scuttlebutt from employees, gossip and a game of “telephone” being played, it’s best to not believe anyone. it’s a better use of a managers time to understand where their leadership might best soothe nerves, identify the issues, support the employees who are dissatisfied and truly lead through the rough patches. stepping up as a leader, moving away from gossip, and being present for the employee is required.
2) unhappiness, dissatisfaction etc can come from stem from many issues. ask the employee what’s up. good old fashioned army training says there are no bad recruits, only bad leaders. if there are issues with the team, they reflect on the weaknesses of the manager. we all have weaknesses. and we all have ineffective areas that we can’t see. if an employee(s) happens to hit one of those areas, be thankful. it’s an opportunity for growth.
3) mary ann foster said an employee that didn’t disparage or complain or whine about their organization at some point really doesn’t have a pulse.
4) john blanchett said “don’t waste time with hearsay. whether it’s true or not, the manager’s job is to be a leader. a good leader should be able to sit down and ask how to help. ultimately, that’s the job. helping your people/team find success. whatever it takes.
5) i forgot to write down the name of the person who sent this message–don’t take anything personally. the organization doesn’t.
hope that helps.
