The Sources of Office Politics

Depending upon the size of the company, there are likely to be many employees from various walks of life, ages and political/religious opinions. Over time, those who find familiarity with others will divide into cliques, and remain in these groups for as long as possible.

However, the diversity of the population at any one time dictates that there will inevitably be those within the business, regardless of their faction or clique, who holds (or is seen as holding) a large amount of power within the office. Employees such as this may blame others for their mistakes, or attempt to belittle or undermine colleagues and co-workers, alienating them and leading to a situation of office politics: the struggle of power or authority within an office, or simply the way in which co-workers interact with each other.

Improve Colleague Relationships

Office politics often occurs when an employee becomes frustrated at what they regard as being a deliberate attempt by another colleague to undermine them and obstruct the achievement of their goals. This may lead to resentment and unwillingness to work with one or more employees within the business. However, this is unadvisable, and it is often encouraged to forge relationships with co-workers – both above and below the authority level of the employee – to enable the opportunity to achieve targets.

Working hard is recommended, but employees must endeavour to distribute tasks to others in order to be viewed as a "team player". If an employee insists on carrying out all tasks in an individual arena, it is likely to provoke a hostile response from others.

Make Friends Across All Groups

As mentioned earlier, employees within a business often divide into smaller factions where similarity of views or interests is found. An employee who is adept in managing office politics should endeavour to network and establish relationships across all groups.

Whilst it is recommended that employees establish contacts and relationships within the business, it is strongly advised that gossip is avoided at all times. It would be considered unethical to spread rumours that could damage a colleague’s reputation, and – if discovered to be the source of the rumour – the employee could face disciplinary action.

By regularly networking with colleagues, the employee can discover and understand the power structures behind the business, such as colleagues or managers who wield a greater influence than their equals. This knowledge can then be used to the employee’s advantage.

Challenge Hostile Behaviour Politely

An employee may find a particular co-worker especially difficult to establish a relationship with, and could even experience the colleague actively setting out to undermine authority and provoke frustration. If this occurs, the employee should approach the colleague privately, calmly and rationally explain any issues, and request that the colleague refrain from continuing with the provocative behaviour. Only if this does not have an effect should the employee seek assistance from those with greater authority within the hierarchy.

Befriend Those With Greater Power

Whilst avoiding "brown-nosing", it is greatly beneficial for the employee to strike a rapport with those of higher authority or influence within the business. This would make it easier for the employee to voice opinions, and may provide a means through which greater authority can be obtained within his or her own role.

Ultimately, each employee must focus on his or her own individual career objectives, and strive to impress those higher in the chain of authority through hard work, dedication, and diligence. This will undoubtedly be noticed after time and possibly open further opportunities for career progression.

A combination of all the points listed above will ultimately stand the employee in good stead to effectively manage office politics – and indulge in them – whilst still furthering his or her career.

Employees should strive to maintain good relationships with colleagues, endeavouring to earn respect and trust through hard work and co-operation. Businesses look favourably on employees who support and praise those around them, and are more likely to offer a promotion to him or her than another.

Apparently, I assumed wrong.  Those “female compatriots” often turn out to be wolves in sheep’s clothing.

Grace wrote a great post last September about the rise of female bullying in the workplace.  The same Workplace Bullying Institute study she cites also found that in addition to targeting female coworkers 71% of the time, female bullies use different tactics than their male counterparts.  Men tend to favor more outright forms of bullying such as verbal abuse, while women prefer more under-the-radar techniques including sabotage and abuse of authority.

In her book Mean Girls Grown Up, Cheryl Dellasega discusses women’s “relational aggression” and how it often manages to pass unnoticed in the workplace (unless, of course, you’re the target of said aggression).  The Harvard Business Review explains that such relational aggression includes “rumor mongering, sabotage, exclusion, and public ridicule, all carefully calculated to wreak havoc in the lives of targets.”  Is anyone else having haunting flashbacks of middle school? HBR goes on to urge managers not to dismiss this aggression as something women need to “just get over;” it has a lasting impact on the workplace environment and, more importantly, real implications for the organization’s bottom line.  (Of course, some issues become overblown and aren’t worth the hassle: we as employees need to learn to distinguish between true bullying and personally overreacting to criticism or a comment.)

I’ve caught myself being unfairly critical of other females (cue snarky “who does she think she is?”), but have realized that my initial reaction often stems from my own jealousy or feeling like my “turf” is threatened.  When you recognize that someone has more talent than you, it’s easy to try to bring them down or minimize their accomplishments. Instead, opt for taking a long, hard look at why and how it is they’re great at what they do and learn from it.  Ask them for their advice.  Challenge yourself to step up your game.  And, if the situation is appropriate, collaborate; don’t compete.

I’m not advocating for the preferential treatment of women by their female colleagues, but I’d encourage all females (and males, for that matter) to treat your co-workers the same way you’d want your sister or friend to be treated.  And, if you’re going to be a big mean jerk, be gender neutral when unleashing the wrath.