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Keepin’ It Cool Around the Water Cooler

Impact of Remote Work and Gossip on Workplace Culture: Pre- and Post-COVID

The year 2025 will mark more than a half-decade since we all dealt with COVID-19 and its impact on businesses, and there are many lingering workplace changes that affect employees’ lives in different ways. Many organizations, including privately held, publicly held and even governmental agencies and departments, are still working under WFH – working from home guidelines.

The COVID-19 pandemic and the shift to remote work (WFH) had significant effects on workplace dynamics, particularly “water cooler talk”—the informal, spontaneous conversations that typically occur in office environments.

When the effects of the pandemic rolled out, many people expressed that an “advantage” was not having to deal with the dreaded “water cooler talk” and all the gossip and drama that goes with it.

These changes, both during the pandemic and as employees returned to the office, reshaped gossip, drama, and the overall work culture.

During the Pandemic: Impact on Water Cooler Talk

1. Decline in Informal Communication Traditional water cooler talk, which included casual socializing and office gossip, largely disappeared during remote work. Without the ability to casually interact in person, employees missed out on these moments that build rapport and camaraderie.
2. Shift to Virtual Communication With remote work, employees relied on digital platforms like Slack, Teams, and Zoom. While these tools facilitated work-related communication, they lacked the informal, off-the-record nature of in-person conversations. As a result, opportunities for casual “venting” or sharing gossip were limited.
3. Reduced Serendipitous Sharing In-office, employees often overhear casual conversations or pick up on the latest gossip, but remote work removed these opportunities. This lack of spontaneous sharing reduced awareness of workplace dynamics, which, for some, was a welcome break from office politics or toxic environments.
4. Less Drama and Conflict Remote work reduced the visibility of personal conflicts, which often fuel gossip and drama. Many subtle issues that would have escalated into drama in the office remained hidden. Virtual teams, often smaller and more focused, also minimized opportunities for gossip to spread.
5. Isolation and Lack of “Social Glue” While some appreciated the reduced gossip, others felt isolated. Employees who thrive on social interaction missed the casual exchanges that contribute to a positive work culture. The absence of these “social glue” moments made employees less likely to engage in morale-boosting small talk.

As Employees Returned to the Office: Changes in Gossip and Drama

1. Water Cooler Talk Resurfaces After extended remote work, employees returned to the office eager to reconnect. This led to an initial surge in water cooler talk, which was often centered around pandemic experiences and what had happened during the remote period. This was a mix of personal stories and professional updates.
2. Gossip and Drama Resurge With the return to in-person work, office gossip quickly resurfaced. Employees who worked remotely felt excluded, especially if others had formed closer bonds while working on-site. The “in-group” vs. “out-group” dynamic became a source of resentment and gossip, as some employees perceived favoritism or unequal treatment.
3. Power Dynamics and Perceived Favoritism Managers who worked in the office more frequently were often seen as more “in tune” with the team, while remote employees might feel marginalized. This divide fueled perceptions of favoritism and exclusion, leading to drama about who was involved in decision-making or receiving promotions.
4. Emergence of New Norms As hybrid work models took hold, employees faced new expectations around schedules and work policies. Uncertainty about these changes led to speculation and gossip, as employees wondered who was getting flexible hours or remote work privileges, creating additional tension.

Impact of Gossip and Drama on the Work Environment

1. Decreased Focus and Productivity Gossip and drama, whether about leadership or interpersonal conflicts, distract employees from their tasks. When focus shifts to workplace dynamics, productivity suffers. Time spent discussing others’ behavior is time not spent on organizational goals.
2. Erosion of Trust and Collaboration Gossip undermines trust and reduces collaboration. Employees who are caught up in rumors become less willing to share ideas or work together. A culture of gossip fosters suspicion and defensiveness, impeding teamwork and alignment on company goals.
3. Negative Mental Health Effects The return to office life and the resurgence of gossip and drama took a toll on mental health. Employees who had been isolated during remote work might feel overwhelmed by new dynamics or excluded from evolving office relationships, leading to stress and anxiety.
4. Hybrid Work Complicates the Picture Hybrid work created further division between those working remotely and those in the office, fueling gossip and drama. Employees who missed out on office conversations or decisions felt disconnected, leading to mistrust and a lack of alignment.

Overall Impact of Gossip and Drama Post-COVID

1. Challenges to Company Culture Companies that did not intentionally nurture a strong, cohesive culture saw gossip and drama return with force. Employees who had adapted well to remote work may have felt alienated by the return to in-person work, leading to a decline in morale and engagement.
2. Shifting Attitudes Toward Work As employees returned to the office, tensions arose over work preferences. Employees who wanted to continue remote or hybrid work found themselves at odds with colleagues and managers who preferred in-person collaboration. This discord fueled gossip about who was “favored” or getting better treatment, escalating workplace drama.

How Weak Culture Fuels Gossip and Drama

A weak organizational culture can create an environment where gossip, undermining, and drama thrive. This results in significant negative impacts on financial, operational, and sales/marketing performance.

1. Lack of Clear Values and Expectations In organizations with weak cultures, there’s often ambiguity around goals, values, and expected behaviors. Without clear direction, employees may fill the void with negative behaviors like gossip or drama, undermining team dynamics.
2. Poor Leadership and Role Models When leaders don’t model integrity, openness, or consistency, trust erodes. This fosters an environment of suspicion, fueling gossip and negative behaviors. If employees don’t feel supported by leadership, they may engage in undermining or dramatic behaviors to gain control or attention.
3. Lack of Accountability In weak cultures, there is often little accountability for negative behaviors. Without consequences for gossip or backstabbing, these behaviors proliferate, harming team cohesion and undermining the broader organization.
4. Inadequate Communication Poor communication in weak cultures leads to misunderstandings, which employees may resolve through gossip. When people feel excluded or undervalued, they may engage in drama to regain a sense of control.
5. Toxic Work Environment A weak culture often leads to a toxic work environment, where employees express frustration through gossip or drama. These behaviors not only create division but also drain energy and morale, harming overall productivity.

Detrimental Effects on Business Outcomes

1. Financial Impact
2. Operational Impact
3. Sales and Marketing Impact

Yes, gossip and drama can hurt financial results, operations, and company sales and marketing, especially as it relates to company reputation under ownership/leadership that facilitates a weak culture.

Conclusion

The pandemic and remote work reshaped workplace communication, reducing gossip and drama, but these behaviors resurfaced as employees returned to the office. Hybrid work models, while offering flexibility, also created divisions that fueled gossip and undermined collaboration.

A weak company culture, characterized by unclear values, poor leadership, and a lack of accountability, enables gossip and drama to thrive. This undermines trust, productivity, and morale, directly impacting financial, operational, and sales/marketing results. To mitigate these risks, organizations must foster a strong, positive culture built on clear values, open communication, and accountability. This is key to ensuring long-term business success and minimizing the negative impact of gossip and drama.

Paul Fioravanti, MBA, MPA, CTP, is the CEO & Managing Partner of QORVAL Partners, LLC, a FL-based advisory firm (founded 1996 by Jim Malone, six-time Fortune 100/500 CEO) Qorval is a US-based turnaround, restructuring, business optimization and interim management firm. Fioravanti is a proven turnaround CEO with experience in more than 90 situations in more than 40 industries. He earned his MBA and MPA from the University of Rhode Island and completed advanced post-master’s research in finance and marketing at Bryant University. He is a Certified Turnaround Professional and member of the Turnaround Management Association, the Private Directors Association, Association for Corporate Growth (ACG), Association of Merger & Acquisition Advisors (AM&MA), the American Bankruptcy Institute, and IMCUSA. Copyright 2024, Qorval Partners LLC and/or Paul Fioravanti, MBA, MPA, CTP. All rights reserved. No reproduction or redistribution without permission.

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