Chess and employment conceptAh, office politics. I’m guessing many of you dislike (and would probably use even stronger wording about) office politics.

 

We’ve all heard horror stories and have seen some of them play out in our organizations:

  • Managers belittle their direct reports in public
  • People talk behind each other’s backs
  • Supervisors refuse to delegate
  • Certain go-to individuals are overworked
  • People take credit for others’ ideas
  • Deserving employees are denied promotions or opportunities
  • People are threatened with job loss or demotion
  • Competition overtakes collaboration
  • Projects are sabotaged

 

I know. It’s not pretty. It doesn’t have to be that way though.

 

I look at office politics differently. For me, they are fascinating and I actually like them. OK, I’m sure you are rolling your eyes at this point. Don’t write me off just yet. Let me explain.

 

Let’s set the stage by talking about your customers. The most valuable thing you can get from your customers is feedback. While most people welcome positive feedback, it is the negative feedback that is more valuable. In a negative feedback scenario, your customer is offering you an opportunity to address an issue, make it right, and keep them as a customer. Customers don’t have to do this and most don’t; they just leave or stop buying your product or service. A customer that self-selects to give you feedback should be welcomed and valued.

 

The same is true with those who engage in office politics. Office politics is a form of feedback.  It’s a matter of how you view the actions of these people that matters. Most see them as obstructionists, self-centered, protectionists, etc.; I see them as offering feedback on their insecurities.

 

Companies should welcome the opportunity to help their employees address these insecurities. It is a development and an engagement opportunity. However, too many managers or leaders fail to address those participating in office politics. And that’s where the real problem lies. It’s not like they don’t know what is happening…everyone knows. If they don’t, then they aren’t engaging with their people (at all levels) enough. By not acting on the insecurities being displayed, they are complicit in sanctioning office politics. This calls their individual engagement into question.

 

What can be done?

 

As an Agent In Engagement, I would target 4 primary areas:

  1. Employee-Manager relationship
  2. Recognition and Rewards
  3. Growth and Development
  4. Opportunity for Advancement

 

Each of these areas plays a role in combating office politics.

 

First, there must be a strong employee-manager relationship. The employee engaged in office politics must trust that their manager has their interests at heart. There must be open and honest conversation. Managers must listen to the employee in order to get to the root of the problem.

 

Secondly, managers need to recognize that areas in which the employee excels. Recognition is a powerful way to influence behavior.

 

Growth and development is the third area. This is where the bulk of the work should take place.  Once you have identified the issue behind the behavior and recognized the behaviors you want influence, you can begin to work with the employee to find ways to strengthen the areas in which they demonstrate their insecurities.

 

Finally, you can put all of the other areas into the context of advancement within the company.  Specifically, how the development opportunities you are offering will position the employee for future opportunities.

 

Office politics aren’t good for any company. By considering office politics as a form of feedback, you can identify potential development opportunities and limit the impact they have on your employees, company, and customers.

 

What are your thoughts on office politics? How do you and your company address office politics?

 

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

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Email me at g…@a…t.com.
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Learn more about me at gregoryfsimpson.com.

 

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

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