Organizations are full of individual and group relationships. Even if you work on a small team in a mid-size organization, it’s possible to have over 25 different working relationships when you consider a relationship with each person on your team, peers, colleagues on other teams, clients and vendors.
According to the2014 Globeforce survey, 78 percent of people who work between 30 to 50 hours per week actually spend more time with their coworkers than with their families. Having friends at work increases organizational commitment, improves employeeengagement and increases overall employee satisfaction levels. However, unhealthy work relationships decrease each one of these factors.
Impact of unhealthy work relationships
A Harvard Business Review article states that there are three traits top leaders use to maintain healthy and powerful relationships: a clear purpose, an understanding of the kind of relationship needed and a commitment to pursue that relationship even in the hard times. In addition, healthy relationships include trust,integrity and respect.
While we all want healthy work relationships, unhealthy work relationships can develop.Unhealthy work relationships lead to workplace stress, higher disengagement and lack of loyalty. About $500 billion is lost by the US economy because of workplace stress. According to a study by Queens School of Business and Gallup, disengaged workers have 37% higher absenteeism, 49% more accidents, and 60% more errors and defects. Lack of loyalty leads to the increase in voluntary turnover by about 50%.
One thing that creates unhealthy work relations is organizational power dynamics, which refer to how different levels of employees deal with each other and where one of these employees / groups is more dominant than the other employee/group.This use of dominance does not involve use of force; instead it uses workplace influence, which could be created by gender, organizational hierarchy, ethnicity, social bias and other factors.
The development of careers, particularly at senior levels, depends on acquiring power. How does this happen? Individuals gain power in absolute terms at someone else’s expense. As most organizations have a pyramid structure, there is a scarcity of positions as one moves up the organizational hierarchy. This is what determines how the power dynamics play out.
How can leaders spot unhealthy power dynamics before the workplace relationships become toxic?
Three Tips for Managing WorkplacePower Dynamics
1. Create clear, professional boundaries
Regardless of the organizational size, ensure there are established, professional boundaries in the workplace. For example, if a boss calls a direct report on the weekend, is the direct report expected to return the call on the weekend or on Monday? Is alcohol allowed on the workplace premises and if so, what are the norms when someone says something inappropriate or wants to drive while under the influence of alcohol? Finally, what is allowed or not allowed while traveling? Establishing workplace norms prevents an imbalanced power dynamic from occurring.
2. Monitor language
Words matter because words become thoughts and thoughts become behavior. So be mindful of the accepted organizational verbiage. Expressions such as ‘Man up!’ or ‘Don’t be so emotional and sensitive’ are generally said by one gender about another gender and therefore sexist. ‘You don’t understand how the game works’ shows an imbalanced power dynamic, as one person implies that s/he is smarter or more experienced than the other. Someone regularly saying, ‘That’s not what happened’ can create a feeling of gaslighting, making the other person question reality and become subservient in the power dynamics.So listen for language that may inadvertently create an unhealthy power dynamic.
3. Notice office volatility
Employees are human, and regardless of how talented they are, every person has flaws. Some of those shortcomings maycreatea volatile work environment, which creates havoc on work relationships and causes stress for everyone. The key to managing this volatile environment is to manage individual responses. Take time to learn what triggers people’s emotions and avoid conversations that can contribute to the overall volatility. Employees need to stay calm rather than engage in office drama.
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