Politics in work place is ruining organizations.

In the earliest seasons of work—when men and women came to the office with dreams instead of daggers—organizations thrived on the purity of purpose. There was a time, not long ago, when the workplace was a sanctuary of skill, collaboration, and shared ambition. Ideas flowed like rivers unblocked by ego; promotions were earned, not whispered into being. But somewhere along the road, as hierarchies stiffened and ambition turned sour, a silent rot began to creep in—the rot of politics.
Workplace politics, once a shadow on the periphery, now sprawls across boardrooms, cubicles, and coffee machines like an unwelcome guest refusing to leave. It masquerades as strategy, disguises itself as diplomacy, and wears a smile that hides a knife. Instead of merit and performance, the modern organization often rewards alliances, sycophancy, and the art of playing the game.
Take the case of Twitter (now X) under Elon Musk’s leadership—internal politics and sudden power shifts led to mass layoffs and chaotic decision-making. The departure of key engineers, the disbanding of moderation teams, and the exodus of advertisers weren't just the result of poor planning, but of a power struggle that ignored those with experience in favor of those with influence. Similarly, in 2018, Google employees staged a global walkout protesting against the company’s mishandling of sexual harassment claims—another stark reminder of how internal politics, when unchecked, corrupts both ethics and efficiency.
The result? Innovation suffers. Creativity dies a quiet death, not with a bang but a shrug. Employees no longer seek excellence—they seek cover. The ones with vision retreat, while those with connections rise. In such an ecosystem, mediocrity thrives.
But it wasn’t always this way.
There was a time—ask the veterans of the early Silicon Valley startups—when collaboration was a badge of honor. Engineers pulled all-nighters not for applause, but for impact. Designers and developers sat side by side, not divided by departments or divided hearts. What mattered was the product, the problem, the solution. Not whose name came first in the meeting, or whose coffee cup was closest to the boss.
The tragedy is that organizations often don’t realize the cost until it’s too late. Toxic politics bleeds talent. Bright minds grow dim in places where effort goes unseen. A McKinsey report once noted that companies with poor organizational health are 3 times more likely to perform below their peers. The cause? Politics, mistrust, and fractured culture.
What is needed is not just leadership, but courageous leadership—the kind that calls out whisper networks and promotes transparency. The kind that rewards contribution over cunning. A leader must be the gardener who prunes away toxicity so that ideas may bloom again.
In the end, an organization is not a machine; it is a living forest of minds. Water it with fairness. Protect it from the creeping vines of politics. Only then can true work—worthy work—rise from its roots.
Let the workplace return to what it was meant to be: a haven for builders, not battlegrounds for players.

 

[bashpa_62]

I resonate deeply with your post and truly understand the emotions behind it. It’s evident how sincere your perspective is. At the same time, I feel it’s important to highlight that politics, in one form or another, has always existed across every professional field. This isn’t a recent phenomenon limited to our generation or work environments. Throughout history, from ancient monarchies to modern societies, many contributions and innovations have gone unrecognised due to underlying political agendas, favouritism, or systemic bias.

Consider the widely discussed example of the invention of the light bulb, often credited to Thomas Edison. While Edison is popularly remembered as the inventor, there are compelling arguments suggesting that he may have appropriated the work and ideas of other inventors whose names have faded into obscurity. This scenario reflects a broader pattern where credit is selectively assigned, often based on influence, visibility, or power, rather than actual merit.

Another stark example lies within the scientific community. Rosalind Franklin’s critical contributions to the discovery of the DNA double helix structure were overlooked for decades. Instead, the recognition was largely bestowed upon Watson and Crick. This case not only illustrates intellectual misappropriation but also highlights the gender politics that have long permeated academic and professional circles. Franklin’s role was minimised in an era where women in science were often denied recognition, regardless of the instrumental nature of their work.

These examples demonstrate that what we now label as “workplace politics” is just a modern expression of much older social and institutional dynamics. In the past, these injustices were seldom challenged because there were few legal frameworks or platforms for addressing them. Victims were often urged to stay silent or adapt, which led to a normalisation of unethical practices. The lack of accountability allowed these power imbalances to perpetuate and evolve across generations.

However, what sets the present apart is the emergence of more open and accessible channels for raising our voices. Today, we have tools such as social media, organisational grievance systems, independent journalism, etc, that empower individuals to speak out and advocate for fairness. This shift marks significant progress. While workplace politics still exist, we are better equipped than ever to recognise, confront, and resist them. The conversation around bias, discrimination, and inequality is more prominent, and that's a positive step forward.

I do agree with your point that the workplace should be a space of shared ambition and collaboration. Ideally, it is. But in earlier times, what may have appeared as harmony was often the result of suppression rather than genuine cohesion. Many were forced to conform and stay silent due to inadequate laws and social pressures.

In conclusion, workplace politics is not a new dilemma; it’s a deeply rooted aspect of human systems. The real change begins when individuals become aware and choose to challenge the status quo. While we still have a long way to go, our ability to question and call out injustices today is a hopeful sign of progress.

 

[kanishkajha]

It's striking how politics often creeps in quietly—under the guise of culture, camaraderie, or even mentorship. Sometimes, it's not about who's playing the game better, but who even knows there is a game being played. So many talented people unknowingly fall behind simply because they believe effort alone is enough. That quiet erosion of trust in merit can be more damaging than any loud conflict.

What’s also worth noticing is how burnout is often the byproduct of such environments—where people not only work hard, but also constantly navigate hidden expectations. In the long run, it’s not just innovation that suffers, but mental health too. We need more honest spaces at work where both ambition and authenticity can coexist.

 

[Simran Rai]

Workplace politics has become an ingrained challenge that subtly undermines the very foundation of organizational success. In earlier days, workplaces were synonymous with shared purpose, skill development, and collective ambition. Employees arrived with a genuine desire to contribute meaningfully, with merit and performance as the guiding principles for growth and recognition. However, as organizations expanded and hierarchies entrenched themselves, politics began to infiltrate the fabric of daily work life. This shift transformed workplaces from arenas of collaboration into battlegrounds where influence and alliances often overshadow talent and results.


The contemporary landscape is rife with examples illustrating how workplace politics can derail even the most promising enterprises. Consider the recent upheavals at Twitter (now rebranded as X) under Elon Musk’s stewardship. Internal power struggles led to abrupt layoffs, the loss of key technical personnel, and widespread uncertainty. The departure of essential teams such as content moderation and a mass exit of advertisers were symptomatic not just of mismanagement but of political maneuvers that sidelined experience in favor of influence. This internal discord directly affected the company’s operational stability and public image. Similarly, Google’s 2018 global walkout highlighted how unchecked political dynamics could corrode ethical standards and employee morale, with the company facing backlash for its handling of sexual harassment allegations. These incidents reflect a broader pattern where politics not only disrupts workflows but also erodes trust and integrity.


The consequences of workplace politics extend far beyond momentary disruptions. Innovation and creativity—the lifeblood of any forward-thinking organization—suffer quietly. In environments dominated by politics, employees prioritize self-preservation over excellence. Visionaries retreat into the background, while those adept at navigating internal alliances rise to prominence, regardless of their actual contributions. This leads to an organizational culture where mediocrity flourishes, and genuine talent is undervalued or driven away.


This decline starkly contrasts with the ethos that characterized early Silicon Valley startups and other pioneering workplaces. In those formative years, collaboration was revered. Engineers, designers, and developers worked side by side, motivated by the challenge of solving real problems rather than jockeying for position or favor. Success was measured by the impact of the product, not the proximity to power. Such environments nurtured creativity, passion, and collective achievement—elements often compromised in politically charged workplaces.


The toll of toxic workplace politics is significant and quantifiable. Studies, such as those by McKinsey, demonstrate that organizations struggling with internal politics and fractured cultures are three times more likely to underperform relative to their peers. Politics breeds mistrust, fractures teams, and diverts energy from core objectives, resulting in lost productivity and diminished innovation capacity.


Addressing this pervasive issue requires courageous and transparent leadership. Leaders must actively dismantle covert networks of influence, promote open communication, and create systems that reward genuine contribution over cunning maneuvering. Like gardeners tending a living forest, effective leaders prune away toxic behaviors to foster an environment where ideas can flourish. This nurturing approach cultivates a culture of fairness, accountability, and mutual respect, which is essential for sustainable organizational growth.


Ultimately, organizations must remember that they are not mechanistic entities but living ecosystems comprised of diverse minds and talents. By safeguarding the workplace from the corrosive effects of politics and fostering an atmosphere rooted in fairness and merit, organizations can restore their workplaces to their original purpose. A healthy workplace is one where builders thrive, innovation blossoms, and collective progress is the shared reward—not a battlefield where political games decide success.​