Navigating the Office Minefield: 21 Dirty Tricks and How to Beat Them
Vishwinder Singh Jamwal, MBA, MS
VP Project Mgmt & BD @ Kluvor | MBA
In the concrete jungle of corporate America, not all predators roar. Some send passive-aggressive emails at 4:59 PM on Friday. Welcome to the fascinating and sometimes frustrating world of workplace politics, where careers are made (or destroyed) not just by competence, but by navigating the invisible chessboard that exists in every organization.
#OfficeLife #CorporateSurvival
The book "21 Dirty Tricks at Work" by Mike Phipps and Colin Gautrey pulls back the curtain on the manipulative tactics that can poison workplace culture. Let's explore these tricks, their impact, and—most importantly—how to defend yourself while maintaining your integrity and sanity.
Here is the list of 21 dirty tricks mentioned in 21 Dirty Tricks at Work by Mike Phipps and Colin Gautrey:
The Fall Guy/The Patsy
Development Opportunity
Kiss Like Judas
Bystander
Creative Magpie
Tell Me More
Indirectly Yours
Jam Tomorrow
Guardian Angel
E-Mail to the Gods
Name Dropper
Exposure
Burial Ground/Discount
Malicious Feedback
Hurry Up
No Invitation
The Caucus
Rock and a Hard Place
My Hands Are Tied
We're Right Behind You!
Re-Structure
These tricks represent manipulative tactics often employed in workplace politics.
The Dark Side of Workplace Politics
Every office has at least one person who makes Machiavelli look like an amateur. You know the type. They're always "just trying to help" while simultaneously undermining your project in the management meeting. They're not evil; they're just playing the game at a level most of us find uncomfortable.
#WorkplaceDrama #OfficePolitics
The authors frame these behaviors as "dirty tricks"—calculated moves designed to advance someone's position at the expense of others or the organization itself. Like that colleague who keeps "forgetting" to add you to crucial email threads. Pure coincidence? Unlikely.
Why This Matters More Than Ever
In today's hybrid and remote work environments, political maneuvers have evolved. The traditional water cooler has been replaced by Slack channels and Zoom breakout rooms, creating new battlegrounds for office politicians to operate.
A 2023 Gallup poll found that workplace politics accounts for approximately 20% of productivity loss in organizations. That's not just an HR problem—it's a bottom-line issue that affects everyone from the C-suite to the summer intern.
#RemoteWorkChallenges #ProductivityKillers
The Rogues' Gallery: Understanding the Tricksters
Let's examine some of the most common dirty tricks you might encounter in your workplace:
1. The Fall Guy/Patsy Setup
Picture this: You're excitedly announced as the new lead on Project Phoenix. Congratulations! What nobody tells you is that Project Phoenix was formerly Project Dumpster Fire, which has already failed spectacularly under three previous managers. You're not being set up for success—you're being positioned as the scapegoat.
#ProjectManagement #ScapegoatSyndrome
This tactic was perfectly illustrated at Xennic (the fictional company in the book) when Ben was handed Project Genesis, formerly known as Project Achilles. Meanwhile, the MD's son-in-law, Mark, who had run the project into the ground, was rewarded with a plum assignment in Florida. Classic nepotism combined with scapegoating—a power move as old as business itself.
In today's world, we saw a similar dynamic play out at a major tech firm that shall remain nameless, where a new executive was brought in to lead a struggling division, only to be let go six months later when the "turnaround" didn't materialize. The company announced they were "going in a different direction," but industry insiders noted the impossibility of the timeline given for the transformation.
2. The Creative Magpie
Have you ever shared a brilliant idea in a meeting, only to have it met with lukewarm interest, until Chad from marketing repackages it as his own inspiration two weeks later—to thunderous applause?
#IdeaTheft #GiveCreditWhereItsDue
In the book, Sarah watches helplessly as Lewis steals her idea for improving the Customer Acquisition Process and pitches it to Jerry as his own invention, even inflating the potential cost savings. This move doesn't just rob Sarah of recognition—it actively damages innovative culture by teaching employees to hoard rather than share ideas.
This behavior aligns perfectly with what management theorist Amy Edmondson calls "psychological safety" issues. When team members don't feel safe contributing ideas without fear of theft or ridicule, the entire organization suffers from a creativity deficit.
A recent example from the tech industry involved a product manager who presented a junior designer's UI concept as their own work to senior leadership. The deception was eventually discovered through Figma edit history, leading to a company-wide conversation about attribution practices.
3. Tell Me More (The Eternal Stall)
"That's interesting! Could you put together a more detailed analysis by next week?"
Three reports later, you realize your proposal is trapped in analysis paralysis. This tactic uses the appearance of interest and due diligence to quietly kill initiatives through delay.
#AnalysisParalysis #DecisionMakingFails
In the book, Jerry employs this tactic against Lewis (karmic justice, perhaps?) by continuously requesting additional research on his proposal without any genuine intention to move forward. This passive resistance technique drains resources and morale while avoiding direct confrontation.
The "Tell Me More" approach bears striking resemblance to what management scholar Robert Sutton calls "friction"—the unnecessary steps and hurdles that prevent organizational progress. While healthy friction can improve outcomes, tactical friction is deployed specifically to exhaust proponents of change.
A prominent example appeared recently when a major airline announced yet another "exploratory committee" to examine the feasibility of customer service improvements that employees had been suggesting for years. The formation of the committee allowed executives to claim action while effectively delaying any actual changes.
The Psychology Behind the Politics
#WorkplacePsychology #HumanBehavior
What drives people to engage in these manipulative behaviors? According to the book, many dirty tricks stem from deep-seated insecurities or behaviors learned early in life. The office environment, with its inherent competition for limited resources (promotions, budgets, recognition), simply provides fertile ground for these tendencies to flourish.
This aligns with psychologist Abraham Maslow's hierarchy of needs. Once basic needs are met, people seek esteem and self-actualization—and unfortunately, some find shortcuts through political maneuvering rather than genuine achievement.
Management theorist Douglas McGregor's Theory X and Theory Y also provides insight. Theory X managers, believing employees inherently dislike work and avoid responsibility, create environments ripe for political games. Theory Y leaders, who believe people naturally want to contribute meaningfully, tend to foster more transparent cultures with less political toxicity.
The Organizational Culture Factor
#CorporateCulture #ToxicWorkplace
As management guru Peter Drucker didn't exactly say (but should have): "Culture eats dirty tricks for breakfast." The prevalence of office politics varies dramatically based on organizational culture.
Cultures that reward collaboration, transparency, and results naturally discourage political behavior. Conversely, organizations with unclear performance metrics, subjective promotion criteria, or leadership that models political behavior create perfect breeding grounds for dirty tricks.
Look at how different tech companies handle innovation credit. Some have formalized systems ensuring that idea originators receive recognition regardless of their position. Others foster cutthroat environments where claiming credit becomes a blood sport.
A fascinating current example comes from a Fortune 500 company that recently implemented a "decision journal" system where major decisions must be documented along with the reasoning and contributors. This simple transparency mechanism has reportedly reduced instances of idea theft and retrospective credit-grabbing by creating an official record.
The High Cost of Dirty Politics
#ToxicCulture #EmployeeWellbeing
When political games become the norm, everyone loses:
Recommended by LinkedIn
Recent research from MIT's Sloan School of Management found that politically toxic environments have twice the turnover rate of healthier organizations. The hidden costs—recruitment, training, knowledge loss—represent millions in unnecessary expense.
The great resignation and quiet quitting phenomena of recent years can be partially attributed to employees' decreasing tolerance for toxic workplace politics. Post-pandemic, many professionals have simply decided life is too short for unnecessary drama.
#GreatResignation #WorkplaceCulture
Defending Yourself: The Antidotes
So you've identified the political games in your workplace. Now what? Here are strategies for defending yourself without becoming what you despise:
1. Document Everything
The paper trail is your best friend in a political environment. Confirm verbal agreements via email, keep meeting notes, and maintain a record of your contributions. This creates accountability and makes it harder for others to rewrite history.
A product designer at a major social media company recently shared how she now adds her initials as a subtle watermark to all concept work—making it much harder for others to claim her designs as their own.
#CYA #DocumentationMatters
2. Build Your Coalition
Politics is about power, and power often comes from relationships. Cultivate a network of allies who can vouch for your work and provide support when needed. This isn't about creating your own political faction—it's about establishing a reputation through multiple channels.
Management theorists like Linda Hill have emphasized "political competence" as a necessary skill for leadership. This involves understanding stakeholder interests and building coalitions around shared goals—not manipulation.
#NetworkingSkills #RelationshipBuilding
3. Ask Power Questions
When faced with tactics like "Tell Me More," ask clarifying questions: "What specific information would make this decision-ready?" or "What's our timeline for moving forward once I provide this analysis?"
These questions force hidden agendas into the open and establish boundaries around endless requests for additional work.
A project manager at a major consulting firm recently shared how she now begins projects by asking executives to define "what success looks like" in writing—making it harder for goals to shift mysteriously mid-project.
#CommunicationSkills #ClarityIsKey
4. Control Your Narrative
Don't wait for annual reviews to highlight your contributions. Find appropriate ways to ensure your work is visible—project update emails that reference team contributions, presentation slides with attribution, or direct acknowledgment of others' input (which often leads them to reciprocate).
#PersonalBranding #Visibility
5. Develop Political Intelligence
Political awareness isn't the same as playing dirty. Understanding the unwritten rules, power dynamics, and competing interests in your organization is simply good business sense.
As management expert Herminia Ibarra notes, organizational awareness—understanding who influences whom and how decisions really get made—is a critical leadership competence, not an unsavory skill.
A recent example comes from a tech startup where a junior employee successfully navigated a political minefield by mapping the "influence network" before proposing a controversial change. By understanding who really needed to be convinced (not just who had the title), she secured buy-in before formal meetings.
#EmotionalIntelligence #OrganizationalAwareness
Case Study: The Meeting Monopolizer
#MeetingDynamics #CommunicationTactics
Let's apply these concepts to a common workplace scenario: the Meeting Monopolizer.
You know this character—they dominate every discussion, interrupt frequently, and somehow manage to make every topic about their projects or ideas. This isn't just annoying; it's a subtle power play that minimizes others' contributions and visibility.
The dirty trick in action: During an important presentation to leadership, your colleague Sam repeatedly interrupts with "clarifying questions" that are actually mini-presentations of his own knowledge. By the end, your carefully prepared fifteen minutes has been reduced to a fragmented five, while Sam has positioned himself as the subject matter expert.
The antidote in action:
This approach was successfully employed at a major tech company recently when a product manager faced persistent interruptions from an engineering director. By calmly but firmly maintaining control of her presentation and having the support of her manager, she completed her proposal and eventually secured project approval.
The Role of Leadership in Combating Dirty Tricks
#LeadershipResponsibility #CultureBuilding
Leaders set the tone for acceptable behavior. When executives reward political players with promotions and opportunities, they signal that politics trumps performance. Conversely, when they publicly recognize collaborative behavior and ensure credit is properly attributed, they create a culture where dirty tricks wither.
Management theorist Amy Edmondson's work on psychological safety provides a framework for leaders. By creating environments where people can speak up, share ideas, and admit mistakes without fear of punishment or ridicule, leaders naturally reduce the incentive for political maneuvering.
A promising example comes from a multinational corporation that recently implemented "contribution transparency" in their performance review system. Managers must now document specific examples of both individual achievement and collaborative support, making it harder to reward political players who advance at others' expense.
Digital Transformation and New Forms of Office Politics
#DigitalWorkplace #RemoteWorkPolitics
As work has moved increasingly online, so have the dirty tricks. Consider these modern variations:
The digital transformation of work has created both challenges and opportunities for workplace politics. On one hand, many interactions are now documented in ways they weren't before (try claiming you never received that Slack message). On the other hand, remote work can make it harder to build the relationships that provide political protection.
A recent example from a global technology company involved a manager who consistently scheduled "urgent" meetings during a remote team member's documented focus time. The pattern only became apparent when HR implemented a calendar analytics tool that highlighted the frequency of these interruptions.
When to Walk Away: Recognizing Unfixable Cultures
#CareerDecisions #ToxicWorkplaces
Sometimes, the most strategic move is to find a healthier environment. Warning signs that politics may be too entrenched include:
The "Great Resignation" has been partially fueled by professionals recognizing these toxic patterns and choosing to move to organizations with healthier cultures. As one recently departed executive from a major financial institution told industry press: "I didn't mind working hard. I minded spending 50% of my energy on actual work and 50% on navigating internal politics."
Creating a Politics-Free Zone in Your Team
#TeamCulture #LeadershipSkills
Even in organizations where politics is rampant, individual leaders can create micro-cultures of transparency and collaboration:
A director at a marketing agency recently implemented a "contribution mapping" exercise at the end of major projects, where team members collectively document who contributed what. This simple practice has reportedly reduced instances of credit-stealing and increased willingness to share early-stage ideas.
The Future of Workplace Politics
#FutureOfWork #WorkplaceTrends
As organizations become flatter, more transparent, and more data-driven, will traditional dirty tricks lose their power?
There's evidence this may be occurring in some sectors. Companies with transparent promotion criteria, peer-based recognition systems, and collaborative tools show lower instances of political behavior. When contribution is visible and measurable, there's less room for manipulation.
However, human nature suggests political behavior will evolve rather than disappear. The fundamental drivers—scarce resources, desire for status, and differing interests—remain constant across organizational forms.
The emerging field of people analytics may provide some solutions. When algorithms rather than managers evaluate certain aspects of performance, some forms of favoritism are reduced. However, this brings its own challenges—algorithms trained on historically biased data may perpetuate rather than eliminate unfairness.
A fascinating case study comes from a tech company that recently implemented a "credit blockchain"—a transparent, immutable record of who contributed what to projects. Early results suggest substantial reductions in idea theft and misattributed work, though critics note it may create excessive documentation requirements.
Politics with Integrity
#ProfessionalGrowth #CareerDevelopment
The truth is that all human organizations involve politics in the basic sense of navigating different interests and priorities. The goal isn't to eliminate politics entirely, but to engage with organizational dynamics in ways that maintain integrity and create value.
As one rising executive at a healthcare organization recently noted: "I used to think office politics was beneath me. Now I realize that understanding how decisions really get made isn't dirty—it's necessary. The difference is whether you use that understanding to contribute or to manipulate."
By recognizing dirty tricks when they occur, developing appropriate countermeasures, and cultivating political intelligence, you can protect yourself while contributing to a healthier organizational culture.
Remember that the most effective long-term strategy isn't becoming the best player of political games—it's helping to create environments where such games no longer determine success. As organizations increasingly compete for talent, cultures that minimize political friction will gain significant advantages in both recruitment and performance.
The final word? The curious case of a recently departed CEO suggests an intriguing connection. As internal competition for his approval faded, customer satisfaction somehow became the company's north star. The subsequent rise in everyone's fortunes might offer a subtle lesson about where organizational energy is best directed.
#WorkplaceWisdom #CareerSuccess