Ghosting: Don’t Do It!

In today’s fast-paced business world, ghosting has become increasingly common. In a professional context, ghosting refers to suddenly and without explanation ending a professional relationship, whether it be a job interview, business partnership, or client relationship. Be aware that this behavior is seen as unprofessional and can harm the reputation of the person or organization that engages in it.

The term “ghosting” was first popularized in the dating world, where it referred to a romantic partner suddenly ceasing all communication with the other person. However, in recent years, the term has been applied to a wide range of professional contexts, such as job interviews, business partnerships, and client relationships. Ghosting can happen in various settings, from in-person interactions to online communications. Regardless of the context, ghosting is a hurtful and damaging behavior that can have serious consequences for all parties involved.

From an empathy standpoint, it is important to note that ghosting can have several negative psychological impacts on the person being ghosted. These include feelings of rejection and abandonment, confusion and uncertainty, insecurity, anger, and difficulty trusting others. However, some studies even suggest that the brain cannot distinguish between ghosting and physical abuse. Granted, these impacts can vary from person to person and can be influenced by several factors, such as past experiences, current emotional state, and the nature of the relationship that was ended. Still, the damage it can cause is clear.

In a business context, ghosting can negatively impact the company and make life for its representatives significantly more difficult. Examples include loss of business, difficulty building relationships, decreased employee morale, and even legal repercussions. More importantly, ghosting can damage the company’s reputation, as it can be seen as unprofessional and make it appear untrustworthy. As a result, this can make it more difficult for the company to attract and retain customers, clients, and partners. Additionally, ghosting can lead to losing current or potential business, as customers, clients, or partners may choose to take their business elsewhere if they feel they have been ghosted.

Via cause and effect, ghosting can create a negative work environment and decrease employee morale, as employees may feel that the company does not value or respect either their employees or their customers. As mentioned, in some cases, ghosting can even lead to legal repercussions if the company is found to have broken any laws or agreements by not following through with commitments or by failing to explain the end of a relationship.

Remote Work Concerns

In the current business world, remote work has become a norm, and it can be challenging to maintain professional relationships and effective communication in these environments. However, ghosting is unacceptable in remote work settings as well. Companies should be aware of the potential for ghosting behaviors to occur in remote work settings and take steps to prevent and address it from happening.

One strategy is to implement regular check-ins with employees and team members, such as daily or weekly virtual meetings, to foster a sense of accountability and make it more difficult for employees to disappear without explanation. Another strategy is to create clear protocols for communication, including a clear chain of command for employees to follow when they have concerns or issues and clear guidelines for how and when employees should communicate with each other. This can help ensure that all employees are on the same page and that potential issues or concerns can be addressed quickly and effectively.

Hiring Process Concerns

Ghosting can also occur in the hiring process. We are all aware that candidates may ghost on job interviews or job offers, but when an organization ghosts a candidate, that is when problems begin. As previously stated, ghosting can be damaging to a company’s reputation. This is especially true regarding the hiring process. If a candidate is ghosted, they are likely to get very loud about their experience. Frankly, organizations do not need that kind of publicity.

To prevent and address ghosting in the hiring process, companies should establish clear communication protocols with and for both candidates and employees and have a plan in place for handling ghosting behavior. One strategy is to establish clear expectations for communication, including regular updates on the status of the hiring process. This can ensure that candidates are informed and aware of what is expected of them, reducing the likelihood of ghosting. Additionally, having a designated point of contact for candidates to reach out to if they have any concerns or issues and having a plan for handling candidates who ghost during the hiring process can help companies respond quickly and effectively to ghosting behavior.

Employee Concerns

When a company or individual becomes aware that they have engaged in ghosting, it is vital to address it as soon as possible to mitigate any adverse impacts and to show that they are taking responsibility for their actions. This can include reaching out to the person or organization that was ghosted, apologizing for the behavior, and explaining the reasons for the ghosting (if possible). Additionally, it is important to take steps to prevent future occurrences of ghosting, such as implementing better communication practices and training employees on how to handle difficult situations professionally.

Leadership & Organizational Development Can Help

Professional leadership development can be crucial in addressing a company’s ghosting behaviors. By providing training and resources for managers and employees on effective communication, conflict resolution, and professional conduct, leadership development can help create a culture within a company that values and prioritizes healthy relationships and clear communication.

Professional leadership development programs can teach employees the skills they need to handle difficult situations professionally and communicate effectively with their colleagues, clients, and partners. Additionally, leadership development can provide managers with the tools they need to foster a positive work environment and address ghosting behaviors when they occur. This can include providing managers with the training and resources necessary to conduct effective investigations and implement effective disciplinary measures.

Similarly, professional leadership or organizational development efforts can also help companies establish clear policies and procedures for addressing ghosting behaviors and promoting healthy relationships and clear communication. This can include establishing clear guidelines for how employees should handle difficult situations and how managers should respond when ghosting behaviors occur. By creating a culture that values and prioritizes healthy relationships and clear communication, leadership development can help prevent ghosting behaviors from occurring in the first place.

Unfortunately, ghosting is a common practice in the business world, but it is essential to understand that it can have severe negative impacts on the people involved. It’s critical for companies and individuals to address ghosting behaviors promptly and to take steps to prevent future occurrences. By providing leadership development programs and resources, companies can create a culture that values and prioritizes healthy relationships and clear communication, which can help prevent ghosting behaviors from happening in the first place. Furthermore, effective leadership can help to mitigate the negative impacts of ghosting by providing managers with the tools they need to conduct effective investigations, implement effective disciplinary measures and establish clear policies and procedures for addressing ghosting behaviors.