After the all-hands meet, a sudden huddle takes place in the corner. We have all seen it happening, multiple times. The whispers, knowing glances, and then a quick dispersal. The tension in the air is visible when one team gets all the glory and another gets the well, nothing. If a colleague gets promoted for reasons that had nothing to do with their performance it might have something more to do with “who they have lunch with”.

This is what we call "workplace politics."  It's a sign that the company culture is rotten.

What is workplace politics?

Workplace politics isn't a mythical beast. It’s a very real, very human part of every single company, from the biggest corporation to the smallest startup. And as HR professionals, CHROs, and managers, pretending it doesn't exist is not just naive, It is simply the human dynamics of how work gets done. It’s the informal system of influence, relationships, and power, it's the unwritten rules of engagement. 

It’s not in your description, but it definitely affects the job. From who gets promoted, to who gets the nicer desk, to who magically disappears on leaves, this is the shadow realm of power plays, alliances, and whispers that never make it to HR paperwork but somehow make it to every meeting room.

It’s about influence, not evil. Politics happens when people push their ideas, build alliances, or nudge decisions in their favor.We’re social creatures. We form tribes, pick leaders, and occasionally throw someone under the bus. Offices just amplify this with deadlines and egos. But if done right, politics can spark collaboration, get great ideas heard, and move the needle. Done wrong? It’s a toxic swamp of backstabbing and fake smiles.

Why does workplace politics exist in the first place?

Because humans are involved. And in humans it's an inbuilt function of egos, insecurities, ambitions, and hidden agendas. Workplace politics thrives when there are unclear structures, when nobody is clear of who’s responsible for what, people start overanalysing. If leadership is weak, the void gets filled with noise. The loudest voice wins. Overemphasis on loyalty over competency, like "He’s been here for 10 years" becomes more important than "She’s actually qualified."

But is all politics in the workplace bad?

Politics that actually works

• Building bridges. That manager who grabs coffee with every department head? They’re not just caffeine addicts, they’re networking to get shIt done.
• Amplifying ideas. Ever see a quiet genius get their project greenlit because they schmoozed the right VP? That’s politics, baby, and it’s not always bad.
• Team glue. A leader who rallies people around a shared goal, even if it means a little ego-stroking, is playing politics for the greater good. Relationship-building, collaboration, influence based on trust and merit.
  

The shady dark side of politics

• Credit-stealing vultures. The type who stands till the last minute with you to steal the credit during the last slide of your presentation and claim your idea as theirs. 
• Gatekeepers. That inner circle who controls info and opportunities? They’re not your high school mean girls, but they’re close.
• The blame game. When someone’s pointing fingers and always wants to get out of accountability.

Backstabbing, favoritism, toxic alliances, whisper campaigns, this is the ugly side of organization.

The difference is the Intent. If it’s about getting things done smoother, fine. If it’s about making someone else look bad so you look good, it’s manipulation.

Most people associate "workplace politics" with backstabbing and sabotage. And yes, that stuff happens. But the real game isn't always about screwing people over. Sometimes, it’s about navigating the system to get good things done.

If an employee understands the political landscape better at building alliances, getting buy-in for a new project, and championing a deserving colleague. They can leverage their network to cut through red tape and get a vital initiative approved. That’s not evil; that’s effective.

Types of workplace politics

This is where the informal rules don’t just help people get ahead, they actively hold others back. These are systemic issues that you should know, spot and correct.

• Nepotism and cronyism: The most blatant forms of politics.The only difference is in terms of family and friendship. The colleague who just joined the team gets a promotion because he’s the “CEO’s nephew" is a case of nepotism, while giving a big contract to a former colleague is cronyism. These acts aren't about merit; they're about an unfair advantage that erodes trust and poisons the culture.
• Proximity bias: The person who works closest to the manager's office gets better projects, and more praise. That’s proximity bias. It’s a subtle but powerful form of favoritism where those physically or socially closer to decision-makers receive more opportunities, often without anyone even realizing it's happening.
• Hidden sponsorship: This is a silent career killer for many. A leader quietly champions a specific employee, giving them prime projects, introducing them to key people, and advocating for them in closed-door meetings. This isn't a formal mentorship program; it's a political act that gives a select few an invisible boost while others are left wondering why their hard work isn't paying off.
• Feedback bias: This is when a manager gives uneven coaching or mentoring based on who they like, not who needs it. The "favorites" get detailed, constructive feedback and guidance, while others get a "good job." This bias in feedback creates an inequitable path to career development.

How do you keep politics from ruining everything?

You’ve got the tools, the mindset, and the coffee to tackle this. Here’s your cheat sheet to keep workplace politics from turning your office into a circus: 

1.  Clear communication

Clear, open, honest communication cuts through political fog like a knife. Be transparent about the promotions, raises, and project assignments crystal clear. No one should think they need to kiss to get ahead.Reward results, not ass-kissing. Publicly praise those who play fair and deliver.If someone’s credit or throwing shade, address it head-onTie bonuses or shout-outs to team wins, not just individual glory. It forces people to play nice.

2. Build a culture that is out toxicity

If gossiping or picking favourites is already happening in the organisation then stay neutral, stay fair, stay above it, lead and set standards. Encourage people to speak up without fear of getting blackballed. Anonymous feedback tools can help. Teach managers how to handle disagreements without turning into petty tyrants.

3. Be the mediator, not a player

Don’t take sides, even when it’s tempting. If you are involved in something, get both sides in a room before it festers. A good mediator cuts through the noise, so you know what you are dealing with. If it gets ugly, documents might save you, you’ll need receipts, keep records of complaints, decisions, and outcomes, all of it.

4. Empower the underdogs

That introvert with killer ideas? Give them a platform so they don’t need to play politics to be heard, amplify quiet voices, fresh hires are easy prey for political sharks. Pair them with someone who knows how the workplace works. Model the behavior you want to see. If you’re transparent, fair, and human, others will follow.

Wrapping it up

Workplace politics isn’t going anywhere. But it doesn’t have to become the culture. The line between healthy influence and toxic manipulation isn’t thin. It’s wide. We just pretend we can’t see it because confronting it is uncomfortable

By acknowledging politics in the workplace, its dynamics, and proactively managing it, you are not engaging in it yourself. Its something far more powerful. You are building a more resilient, transparent, and ultimately, a more human workplace.

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