HOW TO DEAL WITH RUMOUR?

Rumour is grapevine information which is communicated without the presence of secure standards of evidence. It is the injudicious and untrue part of the grapevine. It is generally incorrect and, therefore, an undesirable feature of the grapevine. Rumour originates due to several causes. It frequently arises due to employees anxiety and insecurity caused by poor formal communication. It may also be used to apply pressure upon management. Sometimes, rumour arises due to plain maliciousness. Very often, rumour is a product of interest and ambiguity. If a person has no interest or there is no ambiguity in a situation, there is no cause for rumour. Rumour tends to change from person to person because it depends upon interest and ambiguity perceived by the listener. Depending upon the interest, each person adds or subtracts something from the original message through the process of elaboration and assimilation. Thus, the rumour gets twisted and distorted as it passes from one mouth to another.
A major outbreak of rumour can be very dangerous and, therefore, management must deal with it effectively. The best approach in dealing with a rumour is to identify and remove its causes rather than try to kill it after it has already begun. Management must supply the true facts in time preferably through face-to-face conversation. The message should contain facts and not opinions. It should not repeat the rumour. Because when a rumour is repeated, people may assume that it has been confirmed. Management may also take the help of union leaders in overcoming the rumour.