Jennifer Selby Long

But on the other hand, there's the behind-the-scenes factor. Those who want to curry favor with the boss could still do it privately in ways others might not even notice. is a different kind of politicking that could still cause issues, just less visibly. I imagine researchers are already looking into this shift and its impact on workplace dynamics.

But on the other hand, there's the behind-the-scenes factor. Those who want to curry favor with the boss could still do it privately in ways others might not even notice. is a different kind of politicking that could still cause issues, just less visibly. I imagine researchers are already looking into this shift and its impact on workplace dynamics.

What's your take on how hybrid or remote work influences office politics? Does it shift the balance? Or do you think human nature finds a way to keep the same patterns alive just in new formats?

What's your take on how hybrid or remote work influences office politics? Does it shift the balance? Or do you think human nature finds a way to keep the same patterns alive just in new formats?

When I worked in corporate, I collaborated with people across different locations. Hong Kong, London, Singapore, New York, Australia, all over the place. Remote collaboration was the norm for me, even without smartphones at the time. While the systems were smooth, politics was always present, whether locally or at the headquarters.

When I worked in corporate, I collaborated with people across different locations. Hong Kong, London, Singapore, New York, Australia, all over the place. Remote collaboration was the norm for me, even without smartphones at the time. While the systems were smooth, politics was always present, whether locally or at the headquarters.

Decisions made at headquarters, often driven by power dynamics, would ripple out and affect us in Asia-Pacific regional office. You brought up the idea of some people being immune to politically charged environments. But I've also observed an other type of those who thrive in them. And here's where it gets frustrating.

Decisions made at headquarters, often driven by power dynamics, would ripple out and affect us in Asia-Pacific regional office. You brought up the idea of some people being immune to politically charged environments. But I've also observed an other type of those who thrive in them. And here's where it gets frustrating.

In many organizations, it's not the most skilled or high-performing employees who stay. Often, it's those who navigate all this politics best. I've seen this firsthand. Imagine you have three people, A, B, and C. A and B are top performers, far better at their jobs than C. But somehow it's C who sticks around while A and B either leave for better opportunities or are squeezed out.

In many organizations, it's not the most skilled or high-performing employees who stay. Often, it's those who navigate all this politics best. I've seen this firsthand. Imagine you have three people, A, B, and C. A and B are top performers, far better at their jobs than C. But somehow it's C who sticks around while A and B either leave for better opportunities or are squeezed out.

Sometimes bosses prefer it that way because they don't want to feel threatened. Leaders may say they want to hire people smarter than them to push the organization forward. But in reality, jealousy, ego, and sense of insecurity often get in the way. A boss might think, why should I keep someone who doesn't follow my orders, even if they are brilliant?

Sometimes bosses prefer it that way because they don't want to feel threatened. Leaders may say they want to hire people smarter than them to push the organization forward. But in reality, jealousy, ego, and sense of insecurity often get in the way. A boss might think, why should I keep someone who doesn't follow my orders, even if they are brilliant?

Even when colleagues or clients sing the praises of these high performers, it can backfire. A boss who feels overshadowed might quietly engineer a way to push them out. The result? Talented, hardworking people leave feeling disillusioned and disengaged, while less capable colleagues remain. It's no wonder we hear terms like burnout or disengagement tossed around.

Even when colleagues or clients sing the praises of these high performers, it can backfire. A boss who feels overshadowed might quietly engineer a way to push them out. The result? Talented, hardworking people leave feeling disillusioned and disengaged, while less capable colleagues remain. It's no wonder we hear terms like burnout or disengagement tossed around.

But at its core, it comes down to a lack of respect and recognition for those who truly contribute. This cycle is what I have observed and even experienced myself. Those who stay aren't always the best performers. They are often just the best at playing the game. Jennifer, what's your perspective on this dynamic? How do we address this to create fairer and more effective workplaces?

But at its core, it comes down to a lack of respect and recognition for those who truly contribute. This cycle is what I have observed and even experienced myself. Those who stay aren't always the best performers. They are often just the best at playing the game. Jennifer, what's your perspective on this dynamic? How do we address this to create fairer and more effective workplaces?

Office politics, as its core, isn't inherently good or bad. It is simply a reflection of human nature in group dynamics. When people come together to work towards a goal, there's always an underlying assumption that everyone is aligned. But in reality, goals often clash. When priorities conflict, tensions arise.

Office politics, as its core, isn't inherently good or bad. It is simply a reflection of human nature in group dynamics. When people come together to work towards a goal, there's always an underlying assumption that everyone is aligned. But in reality, goals often clash. When priorities conflict, tensions arise.

people start using alternative methods to advance their own objectives and agenda at the expense of others. Sometimes, this is when things like back-stepping, bad-mouthing, or other manipulative behaviors emerge. It's not the politics itself that's the issue, but how it manifests. Pursuing individual agendas can erode trust and create a toxic environment. It's a cycle.

people start using alternative methods to advance their own objectives and agenda at the expense of others. Sometimes, this is when things like back-stepping, bad-mouthing, or other manipulative behaviors emerge. It's not the politics itself that's the issue, but how it manifests. Pursuing individual agendas can erode trust and create a toxic environment. It's a cycle.