Oct. 21, 2024
Read time: 2 minutes and 46 seconds.
tags:Corporate politics are minefields. Navigating them requires a special kind of “expertise,” especially in delicate environments. This is why HR needs to exist in big companies, This isn’t a way of saying that we should be rid of it all, but instead point out where it should exist and places I believe it’s a hindrance.
Some people are masters of corporate politics. And it’s really like normal politics. You set expectations, you operate within certain guidelines and cherry pick details that people wonder how you’ve developed such mastery to begin with. They congratulate the real politick for all of the wrong reasons while playing the game, knowing what to say, and who to avoid. The value of something like HR comes in when these problems can spiral out of hand for genuine enterprise issues. However, for some, politics within a corporate setting becomes the priority rather than the actual work. These individuals prioritize political correctness and maneuvering over actual problem-solving. They can be dangerous to those who focus on results rather than office politics. It’s a skill, but not one that always benefits the company at large.
Put bluntly, I don’t care about your feelings if we’re focused on solving a problem. My focus is on results, which can clash with those who prioritize politics. This is especially true for those who want to go under the radar achieving the minimum, but they may develop a scornful attitude toward those who are eager to build and contribute. This isn’t about a developer doing something that pisses off a senior dev, but instead about hostile environments where people develop this ongoing need to have their point heard, even if it derails the conversation. It’s shifting from a “work - for work’s sake” attitude to “problem? solved” attitude that can spur some of these unexpected political reactions within an organization.
Human resources should focus on real business issues, not personal vendettas. However, some people use HR as a weapon. They’ll begin to connive and create these hypotheticals to have people spend time on solving an issue that really never needed to happen. Dealing with HR issues, especially manufactured ones, wastes time and resources. A personal conflict can escalate, particularly in sensitive cultural contexts that can deter others from contributing and doing their work all for the sake of someone else’s feelings or desire to keep things the way a single person or group of people might. And as a business, you might be well intended to integrate HR into your business. But there’s definitely shortcomings to some poor cultural aspects that can even require change management at a later date likely costing a company thousands, if not, millions to adjust peoples’ attitude.
Imagine in a working environment where you are tasked with solving urgent, urgent problems and you have to deal with human resources concerns about people who want to pick fights with you or because there are rules of compliance that aren’t important in the grand scheme of things.
False accusations and rumors can create significant problems, especially in culturally sensitive areas. It’s crucial to be cautious around individuals who excel at playing political games. One wrong step can have serious consequences and for some enterprise politicians, it’s another day at the office. Self-absorbed attitudes that focus more on themselves than the company that granted that employee the opportunity to wkr.
Corporate politics are a reality, and HR can be a tool for good or ill. It’s important to be aware of the games people play and focus on what truly matters: solving problems and achieving results.