Office Politics – The New and Dangerous “Workplace Flu”

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Office Politics - The New Workplace Flu
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Office politics are like the flu. Most of us know that there’s nothing worse for morale than getting tangled up in workplace politics. No matter how much you want to avoid them, there’s no absolute way to ensure that you can stay away from office politics.

Like the flu, office politics are highly contagious. Sometimes things your coworkers are talking about include useful information, but other times, gossips just mean trouble.

With each new person that becomes involved, the issues spread. Before long, people are at each other’s throats, undercutting one another, and worrying about whether they’ll keep their jobs.

If you don’t catch and treat the symptoms of office politics early, they can spread like wildfire and paralyze your organization.

The Flu Incubates Silently

Much like influenza is triggered by environmental factors, office politics require a certain environment to infect a work place.

Whenever a company undergoes change, politics can come to light. The changes could be as simple as promoting a new manager, firing an employee, expanding the company, or downsizing.

In the same way that the flu affects those with weakened immune systems first, office politics start with weak employees. Staff members who only care about their success without worrying about the company tend to be affected first.

People who care only for themselves without thinking about the needs of the company can be disastrous for workplace culture. They treat people who agree with them well, and they reject anyone with a different opinion.

When the office gossips become involved, the disease spreads. A lack of transparency regarding policies about performance evaluations and promotions intensifies the political situation. Employees start competing with each other instead of working together, and progress ceases.

It’s Highly Contagious

Policies combined with certain personalities enable office politics to take over a workplace quickly. At first, the symptoms are mild. Perhaps a few people feel resentful toward one person, and they chat about them behind their back.

Think of this as the way you feel when you are just coming down with the flu. Maybe you started coughing, your nose was a bit runny, or you felt a chill. Sure, you can probably get through your day just fine, but these symptoms are warning you that a bigger problem is on the way.

What started out as a little gossip rapidly turns into a situation in which a small group gangs up against one person. In response, the person may form a posse of their own. Before you know it, they’re competing for a spot at the top of the company instead of working together for the good of the organization.

This wouldn’t be a huge deal except that eventually this affects everyone in the office. Even those who aren’t interested in getting involved may be dragged into the dispute. Employees who do not become involved may quit because of the working environment.

At this point, everyone is unhappy at work. The quality of work decreases as employee stress increases. Company outputs come to a grinding halt.

Build a Strong Immune System

When the flu starts going around, people have a number of reactions. Some ignore the symptoms and feel sicker. Others rest, take medicine, and drink plenty of water to help with recovery. Others do their best to prevent it, and even though they may still come down with it, they usually know what they need to do to get better.

The same is true for office politics. Politics may affect people differently, but the key is to get better quickly and build a stronger immune system. Here are some ways to do it:

1. Hire wisely

Preventing office politics from becoming a problem starts during hiring. When an organization finds a person with the ambition to support the company’s goals instead of focusing solely on personal success, they are worth hanging on to.

2. Be fair and clear about expectations

Organizations need ground rules so that everyone can have a rewarding work experience.

Maintaining transparency so that employees understand how and why decisions are made reduces chatter. Making sure that the workload is distributed fairly, prohibiting gossip, and giving people the chance to voice their opinions constructively can be a big help.

3. Look out for signs of trouble

If everyone–especially leadership– keeps an eye on the workplace’s culture, you’ll be able to spot the symptoms of office politics when they first start instead of waiting for productivity to suffer.

Treat the Symptoms as Soon as You Sense Them

Don’t allow the contagion to continue spreading. When you know there’s a problem, tackle it head on.

Root out the origin

Office politics usually start with one person or a handful of people. Identify and talk to that person to figure out what is driving the drama. This can help you determine if the issue started because of problems with management or hiring. Sometimes a polite chat can reverse the damage right away.

Know when to say goodbye

If the person can’t understand the consequences of their actions, or if they aren’t willing to listen, they may not be a good fit for your office. Let them go to save your office culture.

You may not be in a position to hire and fire people, but you still have a responsibility to care about your company’s culture. If you see something concerning, bring it up with your manager so that they can handle it proactively.

Leadership that cares will spring into action to stop the illness from spreading. Managers with bad intentions will choose to do nothing. If you bring a concern to your leadership and they refuse to come up with a solution, it may be time for you to move on. You need to be in an environment that won’t stunt your professional growth.

Nobody Is 100% Immune to the Flu of Office Politics

The best way to cure office politics is to stop them as soon as they start. Even if you try your best to stay out of them, they can very quickly make your workplace stressful and unpleasant.

The best thing you can do is recognize the signs of trouble early so that you or your leadership team can treat the contagion before it infects everyone.

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