Politics in the workplace can vary significantly depending on the organization, its size, culture, and the industry. In many workplaces, some level of politics exists, whether it’s the jockeying for positions, favoritism, power struggles, or navigating office dynamics. I am happy to see that more people and organizations are recognizing Silent Quitting within their work space and pondering the reality of why it has occurred or is occurring.
As more organizations begin to require employees to come back into the workplace after allowing hybrid schedules or 100% work from home opportunities, I challenge leaders to deep dive into the culture and politics that may be hiding within the organization, departments and hierarchies. Let’s review further into defining “silent quitting”, workplace politics, and what causes them.
Silent Quitting, also known as stealth or quiet quitting, occurs when an employee disengages from their work and organization without overtly expressing their dissatisfaction or intentions to leave. Several reasons could cause this behavior but the underlying reason is the work environment. Employees often leave due to unhealthy workplace cultures, recognizable favoritism and bias, or lack of support resulting in disengagement. This causes disengagement to avoid confrontation or negative interactions. Lack of recognition and growth also causes employees to feel undervalued. Lacking opportunities for growth can lead to disengagement, boredom and a perceived belief that their hard work efforts are unacknowledged, which produces a hindered path for advancement and will cause someone to silently withdraw have it be consciously or not. Poor, ineffective and unsupportive management is also an underlying reason employees lose motivation and disengage rather than confront managerial issues. If there is a track record of repeat managerial issues being ignored, employees will often distance themselves by keeping their head down. Workload and burnout is caused by an overload of work or taking on other peoples responsibilities, typically those in a superior role. Employees will silently disengage as they struggle to cope but fear speaking up due to potential consequences. Fear of job loss due to ineffective management, layoffs, or company instability causes employees to lose trust in their position and innately seek new opportunities. All in all, confronting conflict in a workplace is vital to an employees engagement. Some individuals dislike confrontation or may have seen other employees lose their position after trying to have proper dialogue. These employees will opt for “silent quitting” as a way to avoid uncomfortable conversations or conflicts. Of course, there may also be person reasons to “silent quitting” like family issues, a second job due to pay frustrations, family concerns, and relocation needs.
Workplace Politics can be rooted for many reasons. Some factors that contribute to the prevalence of politics in the workplace often include hierarchy and structure. Of course hierarchy and structure is vital for business development, it is good to be aware that there might be more politics as individuals strive to climb the ladder to gain influence and power. Competitive industries can also foster an environment where employees vie for recognition, promotions, or resources, leading to toxic political behaviors. Companies with a culture of internal competition or lack of transparency will, without a doubt, have more prevalent politics. Leadership style and the behavior of top management can influence whether politics thrive or are discouraged within a company. Communication and scarce resources like understanding the why to a decision, current and future plans, budget, staff, or opportunities are limited, hidden or not given in full form also provides a breeding ground for politics to arise as individuals feel unworthy and begin to compete for the answers. In politically charged environments, recognition and rewards might be given to those who are politically astute rather than to those who genuinely deserve it based on their work performance. Moreover, when individuals prioritize advancing their own agendas or gaining favor with higher-ups over the organization’s goals, it can lead to biased decision-making and unfair practices. This behavior can also breed resentment among coworkers, causing rifts and diminishing overall morale. Additionally, workplace politics can result in exclusion or marginalization of certain employees or groups, creating an environment where individuals feel undervalued or unfairly treated. This can lead to stress, decreased job satisfaction, and ultimately, lower productivity.
What does this all mean? Undoubtably, politics in the workplace is one of the leading factors of “silent quitting” and is not being spoken about enough. How do they connect you ask? The answer is found by looking outside the box. When individuals spend more time navigating office politics than focusing on their actual work, it can lead to decreased innovation and creativity. Workplace politics diverts attention from the core tasks and goals of the organization, creating a negative and unhealthy work environment. It erodes trust when employees feel that decisions are made based on favoritism, or personal relationships. There is also strong division or cliques that often form within regions, districts, groups or offices. This harms collaboration, communication and teamwork. Dealing with office politics on top of regular job responsibilities can be exhausting. All in all, as a result of these factors, employees opt for “silent quitting.” They don’t voice their concerns openly but become disengaged, start looking for other opportunities, or gradually disassociate themselves from the workplace by reducing their effort and involvement. They stay physically present but mentally disengage from their roles, waiting for an opportune moment to leave.
Addressing office politics requires a concerted effort from leadership to foster a culture of transparency, fairness, and open communication. It’s about emphasizing meritocracy, encouraging teamwork, and providing avenues for employees to voice their concerns without fear of repercussions. Dealing with politics in the workplace can be challenging, but here are some strategies that might help mitigate its negative effects:
- Focus on Common Goals: Encourage the team to concentrate on shared objectives rather than individual or political agendas. When everyone is focused on a common goal, it can reduce internal competition and conflicts.
- Open Communication: Encourage open, honest, and transparent communication. When issues arise, address them openly rather than allowing them to fester and become politicized.
- Establish Clear Policies: Have clear policies and procedures in place for decision-making, promotions, conflicts of interest, etc. This can help in making processes fair and transparent.
- Lead by Example: Managers and leaders should model behavior that discourages politics. Encourage cooperation, respect, and professionalism in interactions.
- Promote Team Building: Foster a positive team culture through team-building activities. This helps in building relationships, understanding each other’s perspectives, and reduces conflicts.
- Conflict Resolution: Implement a formal process for resolving conflicts. Train managers and employees in conflict resolution techniques to address issues before they escalate.
- Focus on Professionalism: Encourage professionalism in the workplace. Emphasize the importance of respecting others’ opinions, avoiding gossip, and maintaining a professional demeanor.
- Train and Educate: Offer training on emotional intelligence, effective communication, and conflict resolution skills. This can help employees navigate difficult situations more effectively.
- Monitor and Address Issues: Keep an eye on the workplace atmosphere. If you notice signs of politics or conflicts, address them promptly and directly.
- Seek External Help if Needed: Sometimes, bringing in an external mediator or HR professional can help in resolving deep-rooted political issues.
It’s crucial to understand that some level of differences and opinions will always exist, but managing these differences constructively can make a significant difference in reducing political behaviors in the workplace. This will significantly contribute to a healthier, more efficient, and more productive work environment and bring the hustle, drive, eagerness and innovation back into the work place. As we begin the blend back to the office and corporate space, I challenge all leaders to dive in and recognize if there are any unhealthy politics and to address them. It is easy to say that the cause of organizational distress is levered by “silent quitting” and blaming the employee. However, perhaps the answer falls outside the box; by identifying the trending factor that creates it.