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 Heard it through the work grapevine?From CareerBuilder.com Editor's Note: CNN.com has a business partnership with CareerBuilder.com, which serves as the exclusive provider of job listings and services to CNN.com.  RELATED
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Or, visit Popular Alerts for suggestions. In workplaces throughout the country, co-workers can often be found buzzing around the water cooler, dishing outside of cubicles and cutting up in the break room. Their chatter can range from that week's episode of "Lost" to the latest co-worker couples. Even though these lighthearted conversations are a break from the workday, the talk is not just idle prattle. In recent surveys, employees point to these casual co-worker chats as being an important source for the latest workplace information. Of course every office has its gossip hounds, but does anyone really pay attention to these propagators of pulp? For companies that don't have a solid internal communication program in effect, the answer unfortunately is yes. In fact, the absence of official communication channels means the office grapevine may serve as the main vehicle by which employees get their information. Breeding an environment where scuttlebutt reigns supreme creates low morale and resentment among employees. "Employees don't like getting information from water cooler talk because they can't rely on it," says Chris Mykrantz, senior consultant in the communication practice of Watson Wyatt Worldwide, a global consulting firm specializing in human and financial management. "They would prefer it came from the proper company channels." But if you work for a company that keeps information close to the vest, what can you do? Here are five tips from a former head of communications at a major corporation that was involved in acquisitions, several restructurings and ultimately a bankruptcy and sale of the company. These can help you sort through all the gossip and figure out what to believe, what to dismiss, and what to do about it. 1. Consider the sourceHow credible is the person spreading the rumor? Is the employee a rumormonger or disgruntled employee looking to stir things up? If so, don't get caught up in his negative blather. Or, does this person have connections with senior management or likely to have insider information from human resources, investor relations or the finance department? If many of his past predictions have been accurate, you may want to get more information. 2. Don't be the messengerWhile senior management may not know the source of the buzz, they often do have an idea of who the blabbermouths are. Don't jeopardize your professional reputation, or your job, by divulging confidential information to your co-workers. 3. Look for signsRarely do bad things happen overnight. Whether it's a small departmental consolidation or an organization-wide restructuring or sale of the company, there's a lot of work that must take place behind the scenes. If you see an increase in suit-clad visitors to the senior management floor or if your supervisor is suddenly working longer hours behind closed doors or attending lots of HR meetings, the water cooler talk may be more than just idle chatter. 4. Get the factsIf you hear a rumor about something big, like a company layoff, sale, closing or bankruptcy ask your supervisor what she might know about it. If she is aware of any such pending event, she may offer some information regarding timing or impact. She may be required to keep the information confidential, but often will have some information she could share. If she's close-lipped, you may still get a feel for whether the rumor is fact or fiction by her response or reaction to your inquiry. 5. Read the writing on the wallOften, stock analysts and newspaper reporters will speculate on pending layoffs, plant closures, mergers or negative financial news. Don't stick your head in the sand. While these reports may be premature, they often telegraph that something is up at your company or within your industry. Once you sort out fact from fiction, be prepared. If the rumors of a layoff, sale or merger seem accurate, take an objective look at yourself and your department. If you are a top performer performing a vital role, you may be OK. If not, it may be time to update your resume, start networking and get your personal matters in order. © Copyright CareerBuilder.com 2005. All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without the prior written authority
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