In any organization, the mere mention of “office politics” evokes knowing nods, subtle eye-rolls, and stories whispered over coffee or vented in safe WhatsApp groups. It is so normalized that many accept it as an unavoidable part of professional life, something to navigate, not challenge. But it’s time to question that fatalism. The truth is: office politics is not just a nuisance. It is toxic. It corrodes trust, kills creativity, and sidelines competence. And the worst part? It disproportionately punishes those already on the margins.
At its core, office politics is about informal power and influence. It determines who gets access, who gets credit, and who gets away with things. Unlike transparent structures or fair performance evaluations, politics thrives in opacity. It rewards those who are skilled at currying favor, aligning with powerful figures, and mastering the art of perception over substance. In such an environment, actual work often becomes secondary to social maneuvering.
For those who are conflict-averse, ethical, or simply focused on doing their job well, this landscape can be demoralizing. Promotions are not always a function of performance. Recognition is often a byproduct of proximity to power. As a result, talented people burn out, switch jobs, or worse, begin to internalize the idea that their work is invisible because it lacks the right political sheen.
Moreover, office politics is not an equal-opportunity game. It favors the already privileged, the ones who look like leadership, who went to the same schools, who share the same social codes. Women, LGBTQ+ employees, people from marginalized castes or communities, or those with caregiving responsibilities are often at a disadvantage. They may not be able or willing to attend the informal after-work drinks where alliances are forged, or participate in the flattery-fueled rituals of organizational favoritism. In such cases, “culture fit” becomes a dog whistle for conformity, and dissent is quickly labeled as negativity.
One of the most dangerous byproducts of a politically charged workplace is fear. People stop giving honest feedback. Silence replaces debate. Innovation dies not because of lack of talent, but because new ideas are too risky in an environment that punishes vulnerability. This leads to a culture of self-preservation rather than collaboration. Eventually, it is not just individuals who suffer. Organizations themselves become brittle, unable to adapt, and prone to mass attrition.
There is also a deeper psychological toll. Office politics makes people second-guess themselves. Did I not get that project because I wasn’t good enough? Or because I wasn’t in with the right people? It fosters anxiety, erodes confidence, and traps people in cycles of overwork to prove worth in systems that were never designed to reward fairness.
So what can be done? First, let’s stop romanticizing political savvy as a leadership skill. Reward integrity, not sycophancy. Build structures that recognize work on merit and process, not backchanneling. Create safe avenues for feedback and dissent. Most of all, recognize that culture is not what leadership says in its value statements. It is what they tolerate, day after day.
In a post-pandemic world, where burnout is rampant and employee well-being is finally being acknowledged as a core concern, we must reimagine workplaces that do not run on fear and favoritism. We need environments where people can do their best work without playing games. That is not idealism. That is survival. For people and for organizations.
It is time to stop calling office politics “just part of the job.” It is not. It is a warning sign. Let’s treat it that way.
(The writer is a mental health and behavioural sciences columnist, conducts art therapy workshops and provides personality development sessions for young adults. She can be found @the_millennial_pilgrim on Instagram and Twitter)
