Nobody wants to talk about office politics—until they come face to face with it. Like being left out of a meeting they didn't know was happening, or passed over for a project.
Like it or not, office politics are everywhere people work together. Power dynamics, favoritism, silent alliances—they show up in every workplace, from startups to government offices. Sometimes it's strategic and fair. Sometimes it's... let's just say "questionable."
But understanding office politics doesn't mean scheming or selling your soul. It means learning when to speak up, when to step back, and how to hold your own—even when the game feels rigged.
So what is office politics?
Office politics isn't always about backstabbing or playing games. Sometimes, it's just this: People turn to the coworkers they know, trust, or feel comfortable with. They ask their opinion. They include them in important conversations. They give them the heads-up before anyone else.
The problem is that none of this is official or written down. So if you're not part of that inner circle, you might be left out—even if you're great at your job.
Types of Office Politics
Understanding the different forms office politics can make it easier to respond without overreacting or disengaging.
Type #1: The Influencer Without a Title
Who this is: They've been around a while. Maybe they're a team lead, a specialist, or just someone everyone respects. They don't have a big title, but their opinion carries weight.
What they do: People check in with them before making moves. They give advice, share opinions, and help others figure out what's what. If they're on board, things usually go smoother.
Why this matters: They shape other people's opinions—even without meaning to. If they're excited about something, others often follow. If they're skeptical, good luck getting buy-in.
How to handle them: Don't ignore them. Ask for their input, listen, and loop them in. If they feel heard, they're more likely to support you—and bring others with them.
Type #2: The Gatekeeper
Who this is: They manage the calendar, the inbox, and who gets time with the big decision-makers. Usually an assistant, coordinator, or admin—but with a lot more power than people realize.
What they do: If you need a meeting, a signature, or a favor from someone higher up, they're the first person standing between you and that "yes."
Why this matters: If they like you and trust you, things move fast. If not, you might wait... and wait... and wait. They can make or break your momentum.
How to handle them: Be respectful, be clear about what you need, and don't waste their time. Learn how they prefer to communicate, don't show up unprepared, and never treat them like a middleman. If you earn their trust, they'll open doors. If not, those doors might stay closed.
Type #3: The Credit Taker
Who this is: They barely do any work—but they act like they did. They might be a smooth talker or just someone who always finds a way to take the credit.
What they do: They barely help during projects, but chime in like they're actively involved and contributing a lot. They'll say things like, "I was thinking the same thing" or "I pushed for that change early on"—even if they didn't. Sometimes they send updates with your work, but word it like it was theirs.
Why this matters: It blurs the line between who's doing the work and who's just talking about it. When managers can't see the difference, the wrong person might get the praise, promotion, or project.
How to handle them: Keep a written record of your work—status updates, email summaries, previous drafts—and share progress publicly when appropriate (e.g., team meetings, shared dashboards, group emails). If someone takes credit in a meeting, you can politely step in with:
"Yes, I'm really glad that part worked out—when I tested that solution last week, I wasn't sure it would work, but it held up well."
Type #4: The Gossip
Who this is: The person who always seems to know what's going on—professionally and personally. They're tuned in to the latest rumors, team tensions, or leadership moves, and they're usually eager to share.
What they do: They share info constantly—some true, some half-true, some just guesses. Sometimes they gossip for fun, sometimes to stir things up. Either way, they shape how people see each other without saying anything out loud in a meeting.
Why this matters: They can influence reputations, stir conflict, or spread lies before facts catch up. Once a rumor spreads, it's hard to undo.
How to handle it: Be polite but cautious in conversations with them. Don't offer personal opinions about others, and avoid venting around them. Even one casual comment can be repeated out of context.
If they ask for sensitive details, you can respond with: "That's not mine to share," or pretend you don't know. Be the person who doesn't add fuel to the fire; if they're sharing gossip with you about other people, what's to stop them from sharing gossip about you?
Type #5: The Subtle Underminer
Who this is: Someone who avoids open conflict but chips away at others through vague comments, exclusion, or quiet resistance.
What they do: They might "forget" to loop you in on an important email. Or leave you off a meeting invite. Or say something like, "Hmm, that’s one way to do it," in a tone that raises eyebrows. Nothing direct—just enough to make others question your competence.
Why this matters: This kind of behavior can mess with how people see you—and how you see yourself. It can make you second-guess your work, and worse, it creates a version of you that others might believe if you're not there to correct it.
How to handle it: Keep track of what's happening—missed meetings, vague comments, or unexplained changes—and look for patterns rather than reacting to one-off incidents. Stick to facts. If it continues, bring specific examples to a manager or mentor you trust. At the same time, make your work more visible: follow up after meetings with short written summaries to confirm your role and next steps. If they challenge your ideas in front of others, respond calmly and confidently by explaining your thinking.
How to Navigate Office Politics in General
Office politics aren't about being fake or playing games. They're about being aware, staying grounded, and protecting your credibility.
Here are a few quick tips:
- Build strong relationships at every level. Don't just network upward—connect sideways and across teams, too. Influence and trust don't only flow through titles; they flow through relationships.
- Resist the urge to disappear. When things feel political, it's tempting to go quiet. But silence can be misread as indifference or weakness. Stay visible. Speak up.
- Find or create a circle of trust. A few grounded, reliable colleagues can make all the difference. They'll give you honest feedback and back you up when things get tricky.
You don't have to play the game—but you should know how it's played. Awareness gives you options. And options give you power.
