The grapevine exists in every organisation, no matter it’s size.
While some people may engage more than others I think most of us accept that the grapevine, for better and worse, plays a role in both our social and work lives.
From an employer perspective it can have a significant impact on employee experience and your ability, as an employer, to build and maintain trust.
I purposely chose not to read any details of the Jonny Depp and Amber Heard defamation case. That includes the deluge of social media. But all that coverage and hype made it very difficult to avoid altogether.
It’s a salutory reminder that the ‘grapevine’ works faster than formal communication channels, and that social media and instant messaging systems have made it even more efficient.
The Depp case also shows how, when people rely on these information channels, they only get snippets of information which they don’t always piece together in the most helpful (or right) way!
Left unmanaged the grapevine can create problems, especially if it’s not saying the same things you are.
Of course you can’t stop people using it – an estimated 70% of information comes through the grapevine – but you can prevent it being negative or disruptive.
It’s informality makes it a great way for people to connect and build relationships with each other.
It can help you understand what people are concerned about.
You can use it to boost communication and collaboration in your workplace when you provide your people with, at least one other regular, timely and trusted source of information
Do you know what communication channels your people rely on?