In any workplace, the choice between engaging in politics or building trust is ever-present. It’s a choice that can define not just your career but the overall health of the work environment. While workplace politics might seem like an inevitable aspect of professional life, it’s important to recognize that this is not the only option. By intentionally choosing trust over politics, we can create a more collaborative, innovative, and fulfilling workplace for everyone involved.
The Dilemma of Workplace Politics
Workplace politics, at its core, is often a byproduct of hierarchical structures where power is concentrated at the top. In such environments, politics becomes a tool for those seeking to gain favor, secure resources, or climb the corporate ladder. It’s a form of power brokering that can quickly turn toxic, leading to an environment where manipulation, favoritism, and distrust take root.
I’ve seen firsthand how the game of workplace politics can unfold. I was even told by one CEO that I needed to get better at politics, even though I expressed how politics is a barrier to trust, and engaging more deeply in playing that game grated against my values. In many corporate settings, politics is viewed as a necessary evil—something you must engage in to advance your career. But what many fail to realize is that when politics becomes the primary means of getting ahead, it comes at the cost of trust. Trust, once eroded, is difficult to rebuild, and its absence can lead to a culture of suspicion and disengagement.
It’s well recognized that organizational politics often lead to negative outcomes such as job dissatisfaction, emotional exhaustion, and even higher turnover rates. When employees perceive that they must navigate a minefield of political games to succeed, they are more likely to disengage. This disengagement ultimately impacts individual well-being and contributes to a broader decline in morale and productivity across the organization. In many cases, these effects are visible in the form of reduced collaboration, increased absenteeism, and a general erosion of trust within teams.
The Power of Choosing Trust
Choosing trust over politics is not always the easiest path, but it is undoubtedly the most rewarding. Trust is the foundation of any successful team. It fosters open communication, encourages collaboration, and creates an environment where employees feel safe to take risks and innovate. When trust is prioritized, the need for political maneuvering diminishes, transforming the workplace into a more positive and productive space.
At the heart of trust-building is the willingness to be open and vulnerable. Leaders and team members alike can short-circuit political maneuvering by being transparent about their needs, intentions, and concerns. This kind of openness, as Brené Brown discusses in her work on daring leadership, creates a culture where people feel safe to express themselves without fear of manipulation or reprisal. When employees feel that they can be direct and honest, it reduces the perceived need to engage in political games to protect themselves or advance their careers.
Empathy, too, plays a significant role in building and sustaining trust. According to Charles Feltman, author of The Thin Book of Trust, trust is built on sincerity, reliability, competence, and care. Empathy is a crucial component of care—it reflects the genuine concern leaders and colleagues have for one another’s well-being and perspectives. When leaders model empathy by actively listening and showing that they understand and value others’ perspectives, they reinforce trust within the team.
Choosing trust means committing to these behaviors—being transparent, showing empathy, and fostering an environment where everyone feels valued and heard. This commitment not only builds stronger relationships but also reduces the fertile ground on which workplace politics thrive. When trust is the norm, employees are more likely to collaborate openly, share ideas freely, and work together toward common goals, all of which contribute to a more cohesive and effective organization.
By choosing trust, leaders and teams can create a culture where political maneuvering becomes unnecessary. Trust empowers individuals to focus on what truly matters—building strong, collaborative relationships and delivering impactful results. In the end, the power of trust lies in its ability to unite people, eliminate the need for gamesmanship, and create a workplace where everyone can thrive.
Seven Practices to Prioritize Trust
Prioritizing trust over workplace politics requires intentional and consistent actions that foster transparency, open communication, and mutual respect. Here are some practical steps, informed by some of the organizational thinkers and leadership experts I often turn to when seeking advice on how to tune teams and organizations I work with.
1. Promote Transparent Communication
In his book The Speed of Trust, Stephen M.R. Covey emphasizes the importance of transparency in building trust. Transparent communication means sharing information openly and honestly, ensuring that everyone is on the same page. Leaders can model this by being clear about their decisions, the reasons behind them, and the expectations they have for their teams. When transparent, communication leaves little room for misunderstandings or the need for political maneuvering, as everyone has access to the same information.
2. Establish and Uphold Clear Values
In his The Five Dysfunctions of a Team, Patrick Lencioni argues that clarity around values and expectations is crucial for building trust. When an organization’s values are clearly defined and consistently upheld, it creates a strong foundation for trust. Leaders should work with their teams to establish core values that emphasize trust, integrity, and respect. These values should be reflected in daily behaviors and decision-making processes. When everyone understands and commits to the same values, it reduces the need for politics as a means of navigating uncertainty.
3. Encourage Vulnerability and Openness
Brené Brown’s research on vulnerability, mined from her book Dare to Lead, highlights that trust is often built when leaders and colleagues are willing to be open and vulnerable. Encouraging a culture where it’s safe to express concerns, admit mistakes, and share personal insights fosters deeper connections and trust among team members. Leaders can set the tone by being the first to demonstrate vulnerability—acknowledging their own uncertainties, seeking feedback, and admitting when they don’t have all the answers. This openness disarms political behaviors that often stem from fear or insecurity.
4. Build Psychological Safety
Amy Edmondson, a leading expert on psychological safety, discusses in her book The Fearless Organization that psychological safety is a critical component of trust. When team members feel psychologically safe, they are more likely to speak up, share ideas, and collaborate without fear of negative consequences. Leaders can cultivate psychological safety by encouraging respectful dialogue, actively listening to all voices, and ensuring that mistakes are treated as learning opportunities rather than reasons for blame. A psychologically safe environment diminishes the need for political posturing, as employees feel secure in being their authentic selves.
5. Demonstrate Consistency and Reliability
Charles Feltman, as mentioned above, outlines reliability as one of the key pillars of trust. Trust is reinforced when leaders and employees alike are consistent in their actions and follow through on their commitments. By being reliable—whether in meeting deadlines, honoring agreements, or consistently applying policies—leaders and colleagues signal that they are trustworthy. This consistency reduces the anxiety that often drives political behavior, as team members know they can depend on each other.
6. Foster Inclusive Decision-Making
As explored by Lencioni and others, inclusive decision-making is essential in building trust within teams. When decisions are made inclusively, involving input from various team members, it leads to better outcomes and ensures that everyone feels valued and heard. This inclusivity can counteract the divisiveness of workplace politics by reinforcing that all voices matter and that the decision-making process is fair and transparent.
7. Provide Regular Feedback and Recognition
Recognition and constructive feedback are powerful tools for building trust. According to Covey, regularly acknowledging contributions and providing feedback in a constructive, supportive manner helps build trust by showing that each team member’s work is valued. This approach reduces the need for political maneuvering by reinforcing that success and advancement are based on merit and contribution, not on behind-the-scenes manipulation.
By consistently applying these practices, leaders and teams can lay a strong foundation of trust that naturally minimizes the influence of workplace politics. Prioritizing trust doesn’t just improve the day-to-day interactions within an organization; it sets the stage for deeper, more enduring benefits that positively impact the entire workplace culture. Now, let’s look a bit more deeply at the outcomes that putting trust front and center can bring to your team and the whole organization.
The Benefits of Trust Over Politics
When trust becomes the cornerstone of a workplace, the benefits ripple throughout the entire organization, touching every aspect of how teams operate and succeed. Unlike the divisive and draining effects of workplace politics, a culture of trust creates a positive environment where collaboration, innovation, and engagement naturally flourish.
Trust enhances collaboration by breaking down the barriers that often come with political maneuvering. When employees trust one another and their leaders, they’re more likely to share ideas openly, support each other, and work together toward common goals. This openness fosters a sense of belonging and unity within teams, making it easier to address challenges and capitalize on opportunities. In contrast, political environments often breed competition rather than collaboration, as individuals may withhold information or undermine others to get ahead.
A trust-centered culture also drives innovation. When people feel safe and supported, they are more willing to take risks and propose new ideas without fear of retribution. This safety, often referred to as psychological safety, allows creativity to thrive because employees know that even if they fail, their efforts will be valued as learning experiences rather than punished as mistakes. In a politically charged workplace, innovation often takes a backseat to self-preservation, stifling the creative potential that could drive the organization forward.
Moreover, trust is a key factor in employee engagement and retention. Employees who feel trusted and who trust their leaders are more likely to be motivated and committed to their work. They feel a stronger connection to the organization and its goals, which reduces turnover and fosters long-term loyalty. This stands in stark contrast to environments dominated by politics, where disengagement and dissatisfaction often lead to high turnover rates and a constant churn of talent.
Finally, prioritizing trust strengthens the overall resilience and performance of the organization. Trust enables quicker, more effective decision-making as information flows freely and everyone is aligned with the organization’s values and objectives. This leads to a more agile organization that can adapt to changes and challenges with confidence. Trust also reduces workplace stress and conflict, creating a more harmonious and productive environment where employees can focus on their work rather than on navigating the complexities of internal politics.
By putting trust front and center, organizations create a more positive and supportive workplace and position themselves for sustained success. Trust is the foundation upon which teams can build strong, collaborative relationships and achieve their full potential, free from the destructive forces of workplace politics.
The Call to Choose Trust
Workplace politics might be an unavoidable reality in many organizations, but it doesn’t have to define your professional experience. By consciously choosing trust over politics, you’re making a powerful commitment to prioritize collaboration, respect, and integrity in your work life. This choice not only enhances individual well-being but also transforms the entire work environment into a more positive, productive, and innovative space.
The next time you’re faced with the decision to engage in political maneuvering or to build trust, remember that trust is the foundation of all successful relationships—both personal and professional. By implementing the seven practices we’ve discussed, you’re not just overcoming workplace politics; you’re creating a healthier, more resilient, and more successful organization.
About Transformetic
At Transformetic, we specialize in guiding organizations through the transition to trust-based operational models. Through our consulting services and offerings like Adaptive Teaming and the Organizational Impact Boost, we help businesses cultivate environments where trust thrives, politics fade, and everyone has the opportunity to contribute meaningfully. If you’re ready to prioritize trust in your organization, we’re here to support you every step of the way.
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