Is a Gossip Teams / Slack Channel Grounds for Termination /Firing? - HR Insights
- Regina Dyerly, SHRBP, PHR
- Apr 29
- 2 min read
Is a Gossip Teams/Slack Channel Grounds for Termination / Firing?
Question:
I just found out one of my managers created a private Slack channel with a few of their favorite employees. It started as a project discussion group, but now they’re venting about other staff—by name. One of the employees who was talked about found out and is threatening to quit.
What should I do? Can I discipline the manager? Is a gossip Teams/Slack channel grounds for termination / firing?
Answer:
While this may seem like a relatively new issue on the surface, at its core, it’s a classic workplace problem: exclusion, poor judgment, and a breach of professional boundaries by someone in a leadership role.
The first step is to conduct a prompt, neutral review of the Slack messages in question.
It is important to determine whether the comments were isolated lapses in judgment or part of a broader pattern of exclusion, gossip, or even harassment. The intent behind the messages matters, but the impact on team culture and trust is just as significant, especially when an employee is considering quitting as a result.
If the behavior involved confidential information, targeted bullying, or clear violations of company policy, disciplinary action up to and including termination may be appropriate. If the messages were inappropriate but not malicious, it may be an opportunity for corrective coaching, a formal warning, and additional leadership training. Either way, the manager’s actions must be addressed clearly and directly.
It is also critical to support the affected employee. Acknowledging what happened, listening to their concerns, and outlining steps being taken can help rebuild trust and potentially retain valuable talent.
Finally, this is a good moment to reinforce expectations around digital communication. Slack, Teams, and similar tools may feel informal, but company values and policies still apply, especially for those in leadership roles.
When handled with transparency and consistency, a situation like this can serve as a turning point, reinforcing the kind of respectful, inclusive culture that every organization should strive to maintain.
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