79. Managing Office Politics Without Losing Control

How to navigate workplace dynamics while keeping a fair culture.

Imagine this -  A high-performing employee is overlooked for a promotion because a manager favours another candidate. A team becomes divided due to gossip and alliances, creating an “us versus them” mentality. Over time, you notice -

• Unfair power dynamics, with certain employees benefiting more than others.

• Declining team morale, as employees feel decisions are made based on favouritism rather than merit.

• Increased workplace tension, leading to conflicts and reduced collaboration.

• Reduced trust in leadership, as employees perceive bias in decision-making.

Office politics, if left unchecked, can create a toxic work environment, reduce productivity, and cause valuable employees to leave. While some level of workplace dynamics is natural, excessive politics can damage workplace fairness and professionalism.

HR psychology tells us that office politics often arise from competition for power, unclear policies, or lack of transparency. Some employees may leverage relationships for personal gain, while others disengage due to perceived unfairness.

The challenge? How do you manage office politics without losing control while maintaining a culture of fairness?

The Solution – A Three-Part Approach -  Identify, Address, and Prevent

Effectively managing workplace politics requires awareness of office dynamics, direct intervention when necessary, and proactive strategies to prevent toxic behaviours.

1. Identify Political Behaviours & Their Impact

Before addressing office politics, leaders must understand the root causes and signs of unhealthy workplace dynamics.

A. Recognise Common Office Politics Patterns

• Cliques and alliances forming within teams.

• Employees competing for favour from managers instead of focusing on performance.

• Gossip, backchanneling, and misinformation spreading in the workplace.

• Decision-making that appears biased or inconsistent.

Red Flag -  If employees believe promotions, projects, or recognition are based on personal relationships rather than merit, office politics may be at play.

B. Monitor the Impact on Team Dynamics

• Are certain employees excluded from opportunities due to favouritism?

• Is competition becoming destructive rather than healthy?

• Are employees hesitant to voice concerns due to fear of repercussions?

HR Psychology Insight -  Employees who perceive unfairness are more likely to disengage or participate in office politics themselves.

C. Assess Leadership & Policy Weaknesses

• Are managers consistent in their decision-making?

• Do policies support transparency and fairness?

• Are communication channels open and trusted?

HR Best Practice -  Clear policies and consistent leadership reduce the likelihood of office politics escalating.

2. Address Political Issues & Foster Workplace Fairness

Once unhealthy office politics are identified, leadership must take steps to address and resolve them.

A. Promote Open & Transparent Communication

• Encourage direct and honest conversations to clear misunderstandings.

• Hold regular team meetings to reinforce fairness in decisions.

• Establish confidential reporting channels for employees to raise concerns.

Red Flag -  If employees feel afraid to speak up, they may resort to political tactics instead.

B. Set & Enforce Clear Workplace Policies

• Define expectations regarding ethical behaviour, fairness, and professionalism.

• Ensure promotions, rewards, and assignments follow objective criteria.

• Take swift action against discriminatory or unfair practices.

HR Psychology Insight -  Employees respect organisations where fairness is actively enforced rather than just stated in policy documents.

C. Hold Leaders Accountable for Fairness

• Train managers to identify and prevent workplace favouritism.

• Encourage feedback on leadership decisions to maintain transparency.

• Lead by example—managers should model unbiased behaviour.

HR Best Practice -  Employees trust leaders who demonstrate fairness in their actions, not just in words.

3. Prevent Office Politics & Build a Culture of Integrity

A proactive approach to workplace dynamics minimises political behaviour and fosters collaboration.

A. Encourage a Collaborative, Inclusive Culture

• Reward teamwork and shared success over individual competition.

• Ensure all employees feel valued and included in decision-making.

• Rotate responsibilities and projects to prevent power concentration in certain groups.

Red Flag -  If the same employees always receive the best opportunities, resentment and political behaviour may grow.

B. Recognise & Reward Merit-Based Performance

• Establish transparent evaluation criteria for promotions and raises.

• Provide equal opportunities for learning, development, and leadership roles.

• Celebrate achievements based on measurable contributions, not personal connections.

HR Psychology Insight -  Employees who see hard work rewarded fairly are less likely to engage in office politics.

C. Foster Ethical Leadership & Decision-Making

• Implement training on ethical decision-making and unconscious bias.

• Encourage leaders to consult diverse viewpoints before making major decisions.

• Promote a leadership culture of openness, accountability, and fairness.

HR Best Practice -  Employees follow the example set by leadership—ensuring managers uphold ethical standards reduces workplace politics.

Reflective Scenario – What Would You Do?

A manager consistently assigns high-profile projects to a select few employees, leaving others feeling overlooked. Employees start forming alliances and complaining about favouritism, and team morale declines.

Using the strategies above, you might -

• Address the concerns privately with the manager, highlighting the need for fairer delegation.

• Reinforce the company’s commitment to transparent decision-making.

• Implement structured performance reviews to ensure equal opportunities.

• Encourage open discussions among the team to rebuild trust.

By promoting fairness, transparency, and ethical leadership, SME leaders can reduce office politics and maintain a productive, positive work environment.

Golden Nugget - "A healthy workplace is built on fairness, trust, and transparency. By minimising office politics, businesses create a culture where employees thrive based on merit, not manipulation."

By applying awareness, direct intervention, and proactive prevention strategies, SME owners can navigate office dynamics effectively while keeping workplace fairness at the forefront.