Whether you work in a fast-food outlet or as an executive in a multinational corporation, chances are high that you will encounter organizational politics. This workplace phenomenon often carries a negative connotation. Most people immediately associate it with backstabbing, brown-nosing, and self-serving behavior. Nearly everyone has a story about a colleague who took credit for someone else’s hard work or climbed the corporate ladder through flattery rather than merit.
Other examples of toxic office politics include alliances pushing through unpopular restructures or employees deliberately sabotaging projects. These behaviors can create a toxic work environment and undermine trust and morale across the team.
In fact, multiple studies confirm the pervasiveness of workplace politics. According to a survey reported by Business News Daily, 55 percent of employees admitted to engaging in office politics to some degree. Even more telling, 76 percent said that internal politics affected their ability to advance in their careers.
But if organizational politics is so common, must it always be destructive? Or is there potential for a positive impact if managed correctly?
What truly matters is how your organization identifies and navigates the inevitable presence of internal politics. With the right strategies, you can transform it into a constructive influence that supports collaboration and strategic goals.
In this post, we explore everything you need to know about organizational politics. We’ll define the term, analyze why it happens, examine its potential downsides, and most importantly, show you how to manage and even leverage it for the benefit of your company culture.
Definition Of Organizational Politics
Merriam-Webster defines office politics as follows – and tellingly includes the by-line ‘often disapproving’:
The activities, attitudes, or behaviors that are used to get or keep power or an advantage within a business or company.
The Harvard Business Review provides a more balanced definition:
Organizational politics refers to a variety of activities associated with the use of influence tactics to improve personal or organizational interests.
Organizational Politics: Good Or Bad For Business?
Without a doubt, organizational politics can be a destructive force. It can derail productivity, lower team morale, and cause widespread frustration. Managers often waste valuable time and energy dealing with internal conflicts rather than focusing on strategic goals.
However, not all internal politics are negative. When managed effectively, office politics can actually facilitate compromise, accelerate decision-making, and help drive organizational change. Politically savvy employees can use their skills to influence outcomes, foster alliances, and gain buy-in for important initiatives.
Reasons For Organizational Politics
So, what drives office politics? To successfully manage it, leaders must first understand its root causes.
At its core, politics stems from unequal power dynamics in the workplace. Some individuals have more influence, control, or visibility than others – making the environment fertile ground for politicking.
Additionally, some employees are more politically astute than others. They may strategically leverage their communication and persuasion skills to get ahead – sometimes at the expense of colleagues.
Scarcity of resources – whether it’s budget, time, recognition, or opportunities – is another major contributor. When resources are limited, internal competition intensifies, and office politics are often the result.
Below are the most common underlying causes of workplace politics:
Power Struggles
Internal battles for influence and authority are perhaps the most common trigger. Employees may engage in fault-finding, blame-shifting, or even sabotage to gain a perceived advantage over their peers.
Inability To Adjust To Change
Change is inevitable in any organization. However, employees who struggle to adapt may become resistant and channel their frustration through political maneuvering. This is especially common when organizational changes create perceived winners and losers.
Strategies For Managing Organizational Politics
Worried that workplace politics in your business may have gone into overdrive? The good news is, you can take proactive steps to restore harmony. If organizational politics have shifted from being constructive to destructive, the following strategies will help you redress the balance and create a healthier work environment.
1. Reduce Uncertainty In The Workplace
As highlighted earlier, a lack of clarity and limited access to information are major contributors to internal politics. Reducing uncertainty allows you to confront this issue directly.
Make sure every team member has equal access to vital information. A centralized company intranet is a great solution. It provides a single source of truth for all corporate data, including policies, announcements, documents, and updates – thereby reducing confusion and minimizing political maneuvering.
2. Promote Collaborative Working
Break down departmental silos and tackle mistrust by encouraging collaborative work environments. When employees work together across teams, they build mutual respect and stronger relationships.
Cross-team collaboration not only enhances communication but also reduces unhealthy competition over limited resources – a key trigger for workplace politics.
3. Keep Your Ear To The Ground
Just as successful politicians must stay connected with voters, managers must remain attuned to employee sentiment. Are there growing tensions or declining morale? Regular one-on-one meetings allow you to gauge the mood and respond quickly.
Foster open communication through an open-door policy and build strong interpersonal networks across departments. Additionally, run staff surveys to gain valuable insights. While annual engagement surveys are helpful, shorter pulse surveys are more effective for identifying and resolving issues in real time.
Always keep surveys anonymous to ensure honest feedback, allowing employees to share concerns without fear of retaliation.
4. Be A Good Role Model
Leadership sets the tone for the entire organization. Employees take their cues from managers, which is why it’s crucial that leaders model positive workplace behavior.
Avoid gossip, respect your team, and handle criticism privately. When you promote fairness, positivity, and teamwork, you help prevent the toxic behaviors that lead to internal politics. Strong leadership reinforces the foundation of a healthy company culture.
5. Be Transparent
Transparency builds trust and reduces misunderstandings – the breeding ground for workplace politics. If you have reward systems, communicate the selection criteria openly. Let employees understand how decisions are made regarding promotions, bonuses, or special assignments.
Assign responsibilities based on skill and experience rather than favoritism. This approach improves job satisfaction and eliminates resentment, ultimately discouraging political behavior.
6. Don’t Have Favorites
Recognizing high performers is important, but perceived favoritism can damage morale and fuel toxic dynamics. Ensure that all employees are treated fairly and consistently.
For example, if one team member is reprimanded for being late, the same standard should apply to everyone, including your most trusted colleagues. Consistency and fair treatment are key to eliminating accusations of bias and favoritism.
7. Zero Tolerance Of Destructive Organizational Politics
Establish a clear, zero-tolerance policy for destructive behavior. Make it known that actions such as backstabbing, manipulation, or lobbying are unacceptable and will not be rewarded. Clearly communicate that favoritism, covert alliances, or workplace sabotage have no place in your company culture.
8. Intervene When Necessary
Sometimes, leadership must take a stand. If political behavior escalates or becomes disruptive, don’t hesitate to step in – but choose your battles wisely.
Identify the root of the problem. Is a single person stirring unrest, or is there widespread dissatisfaction? Whether through private conversations or team meetings, act swiftly to address the situation and restore balance before it escalates further.
Organizational Politics Meetings
When it comes to managing office politics, being well-prepared for meetings is key. These discussions are opportunities to address issues constructively, restore trust, and align teams around shared goals. Use the following meeting strategies to handle organizational politics effectively and maintain a positive workplace culture.
Listen Attentively
Active listening is one of the most effective conflict-resolution tools. When individuals feel truly heard, their defensiveness lowers, and they are more likely to engage constructively. Demonstrating empathy and validating concerns creates an environment of trust, which is essential for resolving political tension and fostering open communication.
Focus On The Organization’s Priorities
In moments of disagreement or conflict, refocus discussions around the organization’s mission and goals. What are you trying to achieve as a business? This neutral framework helps diffuse emotional tension and realigns the conversation around shared objectives. By emphasizing company priorities, you provide clarity and structure to the resolution process.
Don’t Take Sides
Maintaining neutrality is critical when managing disputes between team members. Avoid favoritism and stay impartial to build credibility and trust. Recenter the dialogue around business goals and organizational outcomes, rather than personal grievances. This objective approach prevents escalation and encourages constructive resolution.
Look For Win-Win Solutions
At the heart of most political conflicts are competing interests. The most sustainable solutions are those that deliver mutual benefits. Rather than creating winners and losers, work toward win-win outcomes where all parties gain something of value. This collaborative mindset fosters lasting agreements and stronger team alignment.
Organizational Politics: Final Thoughts
Workplace politics are inevitable in any organization. But when managed effectively, they don’t have to be toxic. Left unaddressed, politics can cause declining morale, interpersonal conflict, and reduced productivity. However, with the right leadership, politics can become a positive force that supports organizational change and innovation.
To minimize the downsides, stay informed, communicate openly, and encourage collaboration across departments. Empower employees with the tools and information they need to work transparently and harmoniously.
Looking for more expert advice? Visit the MyHub blog for insights on today’s top organizational challenges – from internal communication strategies to employee engagement and remote team management.
Curious how an intranet can support your efforts to reduce workplace politics? Book a free demo or start your 14-day trial today and discover the benefits firsthand.
FAQ Section
What are organizational politics?
Organizational politics refer to activities undertaken within organizations to acquire, develop, and use power and other resources to obtain one’s preferred outcomes.
Can organizational politics be beneficial?
Yes, when managed effectively, organizational politics can lead to positive outcomes like improved decision-making, innovation, and change management.
How can leaders manage organizational politics?
Leaders can manage organizational politics by fostering a culture of transparency, encouraging open communication, and implementing fair policies and procedures.
