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11 Tips You Need To Take To Win In Office Politics

11 Tips You Need To Take To Win In Office Politics

We’ve all been there. There’s that one boss or co-worker who makes your life a living nightmare. It could be that your boss is a compulsive liar or has favorites on the team. It could also be that you have problems with the corporate culture and its rigid rules that must be followed exactly for your work to be “acceptable.” Office politics are difficult for everyone, and some people handle it much better than others. So what’s the difference? Why do some people know how to jump through the hoops and cut the red tape better than others?

Here are 11 things they know how to do, that you should too.

1. Kiss up to difficult people and tell them that they are great

Everyone likes to have nice things said about them, especially difficult people. They like their egos stroked, so just do it! Sure, it’s fake. You’re probably thinking that you shouldn’t have to stoop to that level just to get along with problem people. However, if this problem person is your boss, you have no choice. I have been in situations where some people don’t have a filter for their dislike of their boss (or co-workers). It does not turn out pretty. So, learn to fake it. It may not sound like a great thing to do, but it’s the only thing you can do to win in office politics, especially if the person is your superior.

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2. Make your body language match your fakery

Actions speak louder than words. There is actual research to back this up. If a verbal message (“I think your awesome!”) is accompanied by negative body language (eye-rolling or scrowls on your face), the person will always believe your nonverbals. It’s hard to control your body language because it’s tied to your emotions. You must make an effort to be aware of what you are saying with your body. Smile! Nod! Tilt your head! Laugh! “Fake it ‘til you make it!”

3. Take notes from others

Okay, so maybe you’re not good at faking it. Many of us aren’t, so maybe you don’t even know where to start. What should you say? How should you act? If you really have no idea, just look around. Study how your colleagues handle the difficult person. Pay attention to the colleagues who generally seem to be accepted. Study them, then mimic what they do.

4. Remember your “enemy” is just a human being

These difficult people in your office are the bullies from the playground who grew up and are still making life problematic for others. As the saying goes: Hurt people hurt people. Have empathy for them. They are probably miserable, or don’t like themselves. You don’t know the kind of childhood they experienced. It must have been bad if they don’t know how to treat people kindly, or with respect. Although they may try to have a holier-than-thou attitude, they might have low self-esteem. Treat them as you would like to be treated.

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5. Thank them and listen to them

No one likes to receive criticism. Your friends in the workplace may not point out how you can improve, but you can certainly count on the difficult boss to do that! Criticism is not always a bad thing. It can force us to become a better person.

6. Stay away from power struggles

Most of the time, power struggles are at the root of office politics. Some people have big egos and, if two of them collide, it can be explosive. Usually, the fight isn’t about the topic at hand. They are just fighting to “win.” Many people approach conflict with a “win-lose” attitude. This attitude fuels the political fire and destroys the organizational culture. Don’t get involved so you don’t get in the line of that fire.

7. Be careful who you trust

Trusting others isn’t always a good thing. Trust me, I know. Sit back and assess people and their personalities. Listen to their words, and more importantly, observe their behavior. You must live on the side of caution when it comes to sharing information, especially if it’s negative. View everyone you talk to as a potential spy who might bring information back to the enemy. It may sound cynical, but it’s self-preservation. Hopefully, you have true friends you can trust in the workplace, but don’t go around sharing your thoughts and feelings too freely.

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8. Be nice to everyone

You can catch more flies with honey than vinegar. When people are nasty to you, it puts you in a defensive mode. You may want to strike back and destroy the other person like they destroyed you. Obviously, this does not contribute to a supportive office environment! Be nice, instead. Be nice especially the ones who aren’t nice to you. Eventually, you will notice that they will become more tolerable because you are not giving them any reasons to attack you.

9. Don’t dismiss or criticize–Ask questions instead

I’ve seen it happen so many times, especially in meetings. When someone disagrees with another person, they have a tendency to criticize the person, not the idea. Separate the person from their ideas. They’re not bad because you don’t like what they are saying. Instead, ask them questions about their ideas. Well thought-out ideas will be easily supported. If the person cannot come up with good evidence as to why their solution is better, maybe they will see the light through your questioning process.

10. Build consensus

As I mentioned in #6, many people view conflict as a battle of wills. This attitude only breaks down the whole office atmosphere, and it breeds contempt. Instead of a “me vs. you” attitude, have a “we” attitude. Together, you all need to solve a problem or finish a project. Act like a team. View yourselves as a unit instead of individuals who are fighting to win. Find areas of agreement and build upon that.

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11. Don’t bring a bad attitude home with you

When people are stressed out at work because of office politics, it is easy to let it spill over into your personal life. You might be nasty to your spouse, your kids, or your friends. Remember, these people are not the cause of your stress–the office is. Leave work problems at work. Don’t worry, they’ll be waiting for you when you return.

Remember, don’t give the office politics the power to ruin the rest of your life. Block it out when you’re at home and be happy with what you have.

More by this author

Carol Morgan

Dr. Carol Morgan is a communication professor, dating/relationship and success coach, TV personality, speaker, and author.

Practical Advice for Overcoming Problems in INFP Relationships Learn the Different Types of Love (and Better Understand Your Partner) How to Become a Motivational Speaker and Influence Millions of People Why It’s Okay to Hit the Wall and How to Overcome It Fast Are You In a Verbally Abusive Relationship? (And What to Do About It)

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Published on December 17, 2018

15 Important Interview Questions to Ask Employees During an Interview

15 Important Interview Questions to Ask Employees During an Interview

The importance of asking great questions cannot be overstated. Great questions help you discover new things, diagnose existing problems, and explore how well solutions are working in your life or business. Whether you work with consultants, executives, or entry-level employees, you cannot skip questions.

Now imagine running a company where sustainability and profitability depends on your ability to determine the brightest minds and skills in the industry in a single conversation:

How do you know they’re the perfect fit for you? How do you assess their communication skills? How do you know they won’t cost your team in the long run?

You know it already; ask great questions!

The concept of asking questions isn’t new but there is a great chance that you’re not taking full advantage of it. A Harvard Business Review article refers to questioning as a powerful tool that unlocks value, fuels innovation and performance improvement.[1] As a hiring manager or recruiter, how to you get this information when you’re meeting a candidate for the first time?

Ask great questions, of course.

Without further ado, here are 15 interview questions to ask employees during an interview:

1. “What are your career goals?”

Another version of this question is “What types of problems do you see yourself solving in the future?”

This question is almost never asked and when it is asked, most questions are geared towards knowing how long the employees intends to stay in the company.

Instead of asking leading questions that would steer employees into declaring undying loyalty for the organization, ask what types of problems they hope to solve in the future.

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This does two things:

  1. It reveals the skills and interest in your employees.
  2. It lets you know what types of candidates you are attracting in the first place.

With this, you’re able to trend this data to improve how you market your job opening. And if employee retention is pertinent to you, you can use this information to improve the job function so that future employees can see their future selves in this role.

2. “Why do you think you’re a great fit?”

It is important to go beneath the surface to ask questions that make the candidates speak about themselves in their own words. However, a surprising benefit of asking this question is that you’re able to determine how well-versed a candidate really is with the company’s challenges and goals, in addition to their personal attributes.

Instead of listing off accomplishments, an exceptional employee is able to help you see how these previous accomplishment can translate into helping your organization solve its current business problems.

3. “What do you hope to learn from this role?”

The answers to this question can reveal if there is a job-skill match and if a linear career progression is expected.

As you listen carefully and mind these answers from candidates, you begin to see trends in responses that help you refine how you develop roles, responsibilities, how employees see themselves, and what they want their career to look like.

4. “How do you deal with conflict between colleagues?”

Almost every breakdown in relationship is caused by miscommunication or lack of effective interpersonal skills. But a solid indicator of how well a person communicates is how they manage interpersonal conflict.

Conflict management skills is no longer something required only for corporations who wish to settle million-dollar lawsuits. It’s an essential skill that every worker ought to possess and can make or break an organization.

Tip: Ask for a time when they didn’t get along with a co-worker and how they resolved the conflict.

5. “How did you learn about this position?”

Asking how they learned about the position reveals how the brand is perceived by the outside world. This way, you know if your current employees is your biggest source of referrals for qualified applicants.

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This also lets you know how effective your current staffing processes are and which channels are worth the effort.

6. “Why are you interested in this position?”

Again, another seemingly basic question. But when you field applications from candidates who are transferring their skills from a different department or industry, you want to know why the change was made.

What led to the aha moment? What was the internal struggle like for them? What stands out to them about this particular position? Very important.

7. “What excites you the MOST about this position?”

After establishing how passionate they are about this position, it’s not unusual that you would want to know what tasks and responsibilities excite them most. With this knowledge, not only are you aware of their sense of ownership, you help nurture these skills by encouraging and facilitating the discovery of hidden potential in your employees.

For example, a hospital nurse might detest inserting intravenous catheters in patients but jump at the task of motivating colleagues and initiating stress-reduction activities on hospital units. An office employee might cringe at the thought of public speaking but excel at creating world-class presentations.

While you can’t exempt your employee from every task in the role because they favor one thing over another, you are more aware of how rich your existing talent pool is in your organization and can utilize your talents effectively.

8. “What do you consider your weakness?”

Why should you ask a candidate what his or her weakness is when all you want is someone perfect?

Admitting a weakness shouldn’t automatically disqualify a candidate. Rather, it reveals to you how self-aware the candidate is.

Self-awareness is essential to personal and professional development, and this is sometimes a precursor to how self-directed a person is regarding their career goals.

There are arguments about the need to abolish the weakness question from interviews because it reduces candidates’ accomplishments. I disagree.

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Asking employees about weaknesses lets you understand your employees better so you can not only create a work environment that is smart, you’re able to design professional development programs that can strengthen these weaknesses.

9. “What will you find challenging about this position?”

Maybe you don’t want to ask the ”weakness question.” Maybe you’re more concerned about the capacity to perform in the current job rather than their job history.

Still, you want to know if you have a creative problem solver and how they feel about potential problems when they arise. You also want to anticipate how your employees will adjust to their roles once they are successfully hired. Self-awareness about one’s ability and limits can be observed by asking this question during an interview.

Note: This question should never be asked with a malicious intent. Exceptional employees come with flaws and this should be expected. They key is knowing whether the successful candidate is willing to be a problem solver.

10. “What additional support will you need during your transition?”

This is a very important question during the interview question because not only is the labor market diverse, the response to this question can be used to develop the orientation process and additional training materials.

As a mentor to newer nurses, this is a question I repeat more than 50 percent of the time during the orientation period. The responses I get provide me with insights into what employees really consider as constraints so that I can make their transition as smooth as possible.

11. “What qualities do you desire in a leader or manager?”

Not everyone desires a manager who provides direction while giving you free rein to make your job your own. At the same time, some employees might prefer a manager who is detail-oriented and provides all the answers.

Knowing this before a candidate is hired can prevent conflict arising from differences in communication or management styles.

12. “What do you do if you don’t agree with your manager’s decisions?”

Conflict not only happens between employees. According to a study of conflict in the Canadian workforce,[2] about 81 percent of people leave the organization as a result of conflict.

The purpose of this question is to determine how adaptable an employee is to different communication styles, what they consider deal breakers, and how they model desired behavior when conflict arises.

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The responses to this question allows you to manage expectations and an indication for leaders to continuously work on their communication and conflict management skills.

13. “What would make this company an amazing place to work?”

Maybe you can’t provide free lunches or paid hours of free time at work like bigger companies. But answers to this question can reveal a lot about what employees think is crucial to well-being.

In a study of nearly 17,000 employees,[3] it was noted that an increase in stress level is directly correlated to workplace injury. While this interview won’t eradicate organizational constraints or stressors, feedback from candidates and employees on what makes a company a great place to work is the perfect place to start.

14. “What other questions do you have for me?”

Although this is a conversation to determine the best fit for your team, company, or organization, the interview goes both ways. Yes, you are also being scrutinized by your interviewee.

The purpose of this question is to create space to answer the candidate’s questions about your organization. You also get to provide insight on processes, expectations, team culture, and information that isn’t readily available on the company website.

15. “Tell me about yourself”

If everything else seems too much, lead with this timeless question. You simply cannot go wrong here.

Sometimes, the best answers come from open-ended queries. This is your best chance to know the candidate’s history, career accomplishments, and get a feel for their career goals all at the same time.

It is less intrusive and leading with this question makes it easier to approach other questions––depending on how sensitive the position is.

The Bottom Line

Conversation is a two-way street. Good questions can give you great insights into the value an employee can bring to your company. But there is an art and science to asking questions.

While you won’t become an expert right off the bat, these questions provide a good foundation to start from if you want to attract and retain top talent in your organization.

More Resources About Job Interview

Featured photo credit: Drew Beamer via unsplash.com

Reference

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