Facing office politics? Focus on the solution

How wonderful life could have been if everyone was just up to their jobs and we would not have to worry about them. However, each of us has a network of relationships throughout the organisations and how one handles this web, determines whether one will have disasters or comfortable swings throughout the organisation.

Good news is that you do not have to wait for your gratuity to understand the environment. You come to know the political culture of your workplace sooner than later. Canteen, cafeteria and pantry are always a spot to begin with. Smokers have a different way of opening up with puffs; a new beginning to be able to understand that friendships and casual conversations can have different significance. Right words spoken to wrong person can tilt scales anywhere. So, how to steer yourself in any office political scenario is a step wise plan here.

Watch for signs: First thing first, admit that it is basic and normal to have an office politics. The moment humans are put up in hierarchical arrangements, a race begins no matter what. Listen more and speak less to begin with. Business works under the surface as much. Watch out for people who were promoted last time and silently observe who or what they support publicly.

Survival of self: You may not be good at playing games but it's equally important not to be anyone's football. Watch out for too many predictable coincidences at work such as, out of line promotions, better opportunity to showcase talents or extra cushion for mistakes, who all are gulping them and how.

Do not adjust your own values to suit the system of the environment. If you start disliking someone higher up because of a direct clash of values, it will show up daily in your behaviour. Being part of team means aligning with them. Consenting is not necessary always.

Build personal network of your kinds. There are always birds of the same flock. They need to be discovered. Not necessary to confine in them but getting allies helps.

Negative political behaviour: If collective organisational decision making is based on self-interests, only then it will generate double-dealing, cheating and lying about deadlines, or even embezzlement. The need to wade in or belong to the herd is profound so be careful before you declare the lobby you want to be part of. Do not short circuit relations or keep them as "need to go". Also, remember everything is not about you and most people are working towards own benefits. So, you may or may not fit their scheme of things. Hence, if you are mostly excluded and have started feeling left out, before jumping on to a conclusive idea of bullying or blaming anyone, take a deep breath and better yet, go out for fresh air. Informal communications are better to calm down any situation. Always think twice before sending an angry text or email for that is official, and sometimes just by reacting in a harsh manner, you have fulfilled a political agenda.

Workplace relationships are complex. Colleagues compete as well as cooperate with you for bonuses. Friends at work who are trusted confidantes may then gossip about you. Co-workers who encourage you may also disparage you in front of others. You might call these people "frenemies". But research paper published at Leigh University labels these kinds of connections "ambivalent relationships". The only way you're going to get better at navigating difficult situations is to face them.

"You're not going to get more skilful if what you do is step aside from the issue," And worse, the issue that you think you're sidestepping isn't likely to go away, setting up you or your colleague for a disproportionate blow-up. "But you can get better at handling these by preparing, staying neutral, and focusing on a solution that are not only better for you but also better for the company," according to Karen Dillon, former editor of HBR.

The writer is strategic advisor and premium educator with Harvard Business Publishing