Some companies are taking steps like promoting mutual understanding among team members, making systems and processes more fair and transparent, and encouraging team activities to prevent gossips. The fact that good 34 per cent of the respondents were not reluctant to be a part of office politics shows the acceptability of its existence in workplaces. It cannot be denied that workplace politics comes as pack and parcel of having larger teams. In his article titled Office politics: Why human resource needs to be more politically intelligent, Peter Hamill, senior consultant, Roffey Park Institute reasons, “Human beings are driven to compete as much as we collaborate.” Workplace gossips are an integral part of fun conversations in workplaces, this doesn’t mean that HR or team leaders should avoid it altogether and decide to live with it. The worrying part of office politics is its extent. Remember, office politics is never a part of the system unless leaders allow it to become. More often than not, it is a people issue. And, by identifying the culprits leaders can nip it in the bud.
From gossips to politics
Not all gossips can be termed as lethal politicking. Water cooler gossips, tea breaks etc are some of the things that organization cannot (and shouldn’t) stop. However, there is a thin line between acceptable gossips and vitiating discussions. Some of the behaviors that should be taken into consideration as signals of action are as follows: 1. While more and more inter and intra-departmental interactions are something that companies should welcome, those low-volume corner talks among a specific set of people should raise an alarm.
2. Employees indulged in politicking usually exhibit specific behaviours. Their animosity toward a specific individual is easily discernible. From forming groups to alienate that person to questioning his ideas and credentials during meetings are some of the many signs such people show.
3. The dynamics of a team are typically altered by workplace politics. When individuals begin to form groups to report or condemn something, look out for warning signs. Changing behaviours of team members to each-other says a lot about where water cooler discussions are headed to.
What could be done?
Gossiping and politicking are behavioral issues. This doesn’t mean that organisations, team leaders or human resource professionals can do nothing to curb it. Employees indulge in unacceptable behaviours if they think they can get away with it.
1. Have a clear policy about unacceptable behaviors in office. List office politics as one of the objectionable behaviours and make sure that it is communicated to people time to time.
2. In the TimesJobs survey at least 28 per cent of the respondents said that promoting mutual understanding among employees can help curb office politics. Therefore, do not minimize the significance of intimate gatherings and interactions. Provide your employees the opportunities to interact with each other about things other than work. Off site meetings, get-togethers can be of help.
3. When it comes to creating a great organizational culture, nothing beats fair policies and transparent systems. In the survey, 28 per cent respondents said that companies can keep office politics at bay by implementing clear and fair policies. This helps employees trust their leaders, in which situation they will interact with them to get their problems sorted rather than cribbing with colleagues.
4. In an article Organisational Psychologist Dr Jan Stringer West concludes, “While office politics may be a workplace fact of life, containing or controlling them is possible with the right direction.” West emphasizes, “At the heart of office politics are employees trying to gain control of their careers.” A business not only engages them but also gives them a chance to grow and increase productivity by giving them fair opportunities.
