Everyone who has ever worked in an office – or anywhere, for that matter – has experienced the dynamics that emerge when the work is sabotaged by individual’s or peer groups’ interests and personal career goals. People get involved in the politics of the workplace internally when they start prioritising their interests over the interests of the team and the company for which they work.
Every company should examine the conditions that foster manipulative behaviour and figure out how to keep workplace intrigue to a minimum by educating employees on avoiding conspiring with coworkers. Working closely with a HR consultancy can help you to deal with issues as and when they arise, but avoiding them in the first place is best practice.
Ensure that decision-making processes are transparent
To increase responsiveness and inclusion on as many levels as possible, it is a good idea to bring decision-making down to the most feasible localised level. Because of this, it is necessary to have a structure in which the decision can be made, as well as restrictions placed on the scope of the decision.
Reporting on the necessity of higher-level decisions, the available options, the weighting that should be given to each option, and the consequences of acting or not acting are all required to avoid accusations of not being fair.
Encourage a culture where criticism is handled constructively
Ensure that managers and coworkers are provided with opportunities for feedback and make it a requirement that criticisms are only taken into consideration when they are accompanied by suggestions for improvement.
Encourage people to voice their complaints to the individual in question rather than others, and encourage everyone to respond to hearing criticism of others by directing the individual to either the person they are criticising directly or a line manager.
Deal with gossip straight away
Remind the person who is providing unsubstantiated criticism or feedback about a person that what they are saying amounts to gossip, or even worse, slander, and that it should not be continued because it could result in a complaint or disciplinary action being taken against the person. For support on matters like this, a HR for startups can be useful to make sure you are staying on the right side of employment law.
Value support, empathy and encouragement
Establish a culture in which employees are not encouraged to speak ill of one another, acknowledge difficulties or errors directly with specific individuals, and provide everyone with the opportunity to justify their actions.
Share some examples of how your coworkers have shown support for one another, encouraged others, and demonstrated an understanding of the struggles that others are going through. Create a set of shared values that incorporates these characteristics and constantly bring them to people’s attention.
Create Key Performance Indicators (KPIs) for managers and team members that embrace collaboration and motivation
After you have determined your values, write key performance indicators (KPIs) that refer to them and determine what good and bad performance look like. Provide your employees with key performance indicators (KPIs) that value teamwork and team collaboration. Maintain a steady stream of feedback in this area, and take the time to explain the benefits that solid performance in this area brings to individuals, teams, and the organisation.
Take the hassle out of dealing with Office Politics in the Workplace
BedrockHR are a team of specialist HR Consultants with offices in London and Hampshire. Speak to our team today to implement best practices to avoid office politics on 020 3330 0827 or contact [email protected]