How to Reduce Workplace Drama

Email drama is not a solution to workplace problems and is likely to create more problems than it resolves. Unlike verbal communication, an email leaves little room for misinterpretation. Verbal communication also leaves feelings intact. However, sometimes workplace drama is a result of the actions of others, and you must learn how to handle it. Here are some tips to avoid becoming a victim of workplace drama. Let me start with the most important rule: Be open and honest with colleagues.

Remind co-workers that success comes with challenges

Drama in the workplace is not only distracting, but also unhealthy. It increases stress and lowers cooperation. It can even drive people away, especially talented people. It's critical for leaders to identify and respond to workplace drama. According to a study by Harvard Business Review, workplace drama results in lowered morale, poor performance, and decreased commitment. It also damages the organization's reputation by causing high-performing employees to leave.

To prevent workplace drama, avoid participating in it yourself. Make sure to be fair, respectful, and above-board. Ask yourself why you engage in certain behaviors. It's natural to assume the worst in other people, but allowing yourself to participate in the drama will only increase the negativity. Ultimately, the best leaders focus on hiring the right people and modeling high levels of trust and respect. Trying to get your way by venting only aggravates the situation and avoids self-reflection. Smart co-workers and managers refuse to listen to others' venting and turn discussions to reality. Remember that actions speak louder than words, and if you participate in workplace drama, you're sending a message to other people that's not beneficial to the business.

Often, difficult co-workers enjoy being the center of attention and taking credit for others' accomplishments. They do this to compensate for insecurities. Rather than taking credit for their efforts, keep a list of your own achievements and provide your manager with regular work in progress reports. Be sure to publicly claim credit for everything you do. If you can, do so publicly.

Maintain an open-door policy

Using an open-door policy can be beneficial, but it is crucial that employees understand that the policy is a two-way street. If any employee has a problem, he or she should feel free to visit the office of their immediate manager to discuss it. However, an open-door policy can lead to micromanagement and the dissolution of the workplace culture. So, how do you maintain an open-door policy?

An open-door policy should be accompanied by a set of office hours. Establishing an office time will help managers carve out time for the team. Weekly one-on-one meetings can also reduce interruptions. Managers should listen to the employees' concerns and let them speak freely without interruption. It is also crucial to offer rewards for a job well done. The more appreciation an employee has for their work, the more likely they are to stay with the company.

Another key to implementing an open-door policy is observing your employees' time management. Too much time for an employee to spend in the office may reduce their productivity. If your employees are constantly complaining about something, it might be time to make some adjustments. By monitoring time and being aware of any irregularities, you can maintain a productive open-door policy. Maintain an open-door policy to reduce workplace drama and improve employee morale.

However, if the managers themselves don't cooperate with you, the open-door policy will backfire and create a culture of deep distrust and betrayal. Instead, managers should be trained to respond appropriately to employees' complaints. Managing people's concerns requires active listening. Moreover, open-door policies can provide a safe space to employees to voice their opinions and concerns. In this way, you can increase their self-direction, which is crucial to reducing workplace drama.

Shut down troublemakers

One of the first steps you can take to eliminate workplace drama is to identify troublemakers in your organization. Troublemakers will often affect the work of other employees, and this can be a real problem for your company. You can help them by switching their departments or projects or offering them the chance to consider options outside of work. Alternatively, you can fire troublemakers entirely. This will not only reduce workplace drama, but it will also ensure that your company's culture is upheld.

To identify troublemakers, you first need to document their behaviors. Some troublemakers are outright harassers, while others will use their behavior to get attention. It's important to stay away from these individuals, but if you can't get rid of them immediately, it may take some time to do so. Eventually, they'll lose their confidence, and it will be easier for you to handle other employees.

Next, identify the causes of troublemakers. Some troublemakers are more likely to create drama in your workplace. This is why addressing their behavior early on is so important. Make sure you set the tone for your team by being positive and encouraging, and refrain from copying others on sensitive emails. Also, pay attention to your own motives. You're the leader of your organization, so be conscious of the messages you're sending.

It's best to recognize the origin of workplace drama before it escalates. Oftentimes, the troublemakers aren't purposeful, but they're fueled by fear, insecurity, and undealt-with emotional issues. In addition, if you can't face conflict, don't engage in any workplace drama. A zero-tolerance policy against drama will go a long way in reducing workplace drama.

Remind troublemakers to hold themselves accountable

Managing drama in the workplace requires proactive measures. Identify troublemakers as soon as they first appear and hold them accountable immediately. People learn by example, so make it a point to publicly acknowledge any missteps and apologize publicly if necessary. People respect leaders who admit mistakes and show vulnerability, so try to do the same. Taking positive steps to prevent workplace drama is the first step. In addition to taking proactive measures, you can also implement an employee recognition program to reward employees for good performance.

Workplace drama can sap productivity, cause emotional drain, and even have a hard cost. Office gossip can lead to conflict, resentment, and anger. Moreover, disgruntled employees are less willing to put in their discretionary effort, and may even quit if they feel threatened. It is a loss to everyone. If the problem isn't addressed, it could lead to a conflict and loss of morale, which can be detrimental to the business's bottom line.

Assuming the worst intentions of others is the hallmark of drama. It wastes time and energy in venting unproductive thoughts and behaviors. Effective leaders focus on hiring the best employees and modeling high levels of trust and respect. As with any other form of negative talk, venting only amplifies negativity and makes it difficult for anyone to take responsibility for their own actions. Smart co-workers and managers will turn a venting session into a discussion about reality and avoid any further involvement. In the end, actions speak louder than words. It's no wonder that workplace drama is common in any industry.

Remind troublemakers to resolve the issue and let it go

If someone is intentionally stirring up workplace drama, shut them down and remind them to resolve the issue and let it go. This is more effective than threatening them and can be more effective in reducing workplace drama. Oftentimes, people will try to avoid troublemakers by acting professional and reminding them that drama is unacceptable and counterproductive to the company's culture. However, this approach can backfire and may encourage troublemakers to continue their misbehavior.

Although no workplace is entirely drama-free, you can make it as positive as possible. After all, human beings are human and sometimes we get carried away by our own emotions. Remember that the vast majority of employees want the best for the company and coworkers, so if you recognize that workplace drama is unproductive, you'll be more motivated to improve the culture. The author Quint Studer is a successful business leader, speaker, and entrepreneur-in-residence at the University of West Florida.

To reduce workplace drama, leaders should not engage in it themselves. While some workplace drama may be legitimate, allowing troublemakers to air their grievances encourages them. Besides, leaders are a company's leaders, so they set the tone. Leaders who let troublemakers vent will only encourage employees to engage in more drama. Although some drama is legitimate, leaders should always remember that their actions speak louder than their words.