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Working with Office Politics
Office politics can be very stressful. I hear
frequently from clients that they dislike their jobs not because
of the work, but because of interpersonal dynamics. Learning to
walk the mine field that multiple personalities present can be daunting.
Keeping the following points in mind will help you determine where
to walk.
1. Stop the gossip and
be supportive
Gossip at work creates bad feelings. It creates a lose-lose situation;
the person that is being gossiped about loses out and those that
gossip lose trust and respect from their coworkers. Make a conscious
effort to not get involved in conversations that speak negatively
of someone else. Don’t get caught in the worry trap i.e. that
you are talking about Jane because you are worried about her well
being. The bottom line is that her well being will not be helped
by gossiping about her. Her well being will be helped by giving
her support. Support means asking her what she needs - “Can
I help you in any way?” and listening without bias or judgment.
Support does not mean giving advice without being asked, blaming,
criticizing, trying to change her or fix her problem for her.
2. Avoid creating triangles
Creating situations where there is an odd man or woman out is a
recipe for bad feelings and tension. Triangles are created when:
- Going up the leadership ladder instead of talking
to the person you have a problem with directly. If you have talked
to the person directly to no avail and must go to the person’s
superior or your superior, then be upfront about it.
- Speaking through others i.e. “John and
I are having a problem with Jane. John thinks…”. Keep
to “I feel…” or “I want…”
or “I am concerned about…” or “I have
a problem with…” statements. If John or others have
a problem, let them speak for themselves.
- Sharing information about a third party to
someone. “John, Jane is complaining about your sales techniques.”
Expect that John will now confront Jane on this. Will Jane be
upset with you? If so, you’ve created a triangle.
- Listening to complaints or fights and then
deciding to get involved in resolving the problem i.e being the
mediator. Instead try listening with empathy, but avoid being
sucked into the triangle.
3. Listen and ask questions
Do you have a tendency to react quickly to problems or criticism
that comes your way instead of taking the time to think through
things and respond with clarity? This reactionary approach can cause
explosions that can damage relationships and cause tension. Listen
and get into discovery mode. Ask questions to clarify your role
in the situation and the background information behind the criticism.
See the article Disarm
the Critics with Discovery for more information on handling
criticism.
4. Deliver criticism carefully
When you have to deliver criticism, be careful to ask questions
to get a full understanding of the situation to be sure that your
assessment of the situation is accurate. Come prepared to offer
dates, times and clear examples of what you are basing your criticism
on.
5. Be friendly not friends
Making friends at work doesn’t always create sour dynamics
but it can. Be careful who you confide in and socialize with outside
of group social activities (like barbeques and after work drinks
at a pub). If your work friend under functions, you may find yourself
in the awkward situation of having to evaluate your friend in a
360 degree review, be asked to give them a reference or give feedback
on their performance for a raise. This situation can be aggravated
if your work friend reports directly to you. Your friendship needs
to remain separate of your work relationship. If you are finding
that it is hard to keep things separate, you may need to be friendly
but not friends.
6. Micromanaging
If you are a supervisor and micromanage – be aware that you
could be creating an atmosphere for office politics. Micromanagers
cause tension and that tension usually dissipates through the team.
See the article Managing
a Micromanager for more information on working with a micromanager.
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Do you have questions or comments regarding this article?
Email Joni Rose at
joni@careerminded.ca
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