Office Drama & How to Tame It

There is a reason the renowned TV show The Office lasted for 9 seasons, had millions of viewers, and was named by Rolling Stone magazine as one of the top 100 greatest shows of all time – it touches a nerve of anyone who has ever worked for a living! The workplace is made up of people, and with people naturally come quirks, jerks, and… drama. What are the most common ingredients of workplace drama? Gossip. Jealousy. Cliques. Secrets.

While office drama is common, at its worst, it can be harmful to employees’ spirits resulting in added stress, more missed days, and higher turnover. The damage can even go beyond the employees to the actual mission of the organization. And, contrary to popular stereotypes, there are just as many drama kings as there are queens. Here are 7 ways to help tame the drama in your office or workplace.

1. Some drama is normal, so be realistic.

Remember, we have all earned our place on the island of misfit people. We are imperfect, and we all have a natural tendency towards fueling some drama. We should consider the nature and amount of the drama rather than striving for a completely drama free environment. And when you are blessed to have a drama-free team (which I do right now!), be thankful, but do not take it for granted.

2. No one sees themselves as the one adding drama – it is always “others.”

Over my years as a leader and consultant, I have never once heard someone say that they are contributing to office drama. But I have heard many tell me how OTHERS are. This is a common blind spot on teams – we fail to see how we are part of the problem, which is why feedback from others is so important.

3. Assess your team culture to see if unhealthy drama has taken root.

Diagnosing what is creating the drama cycle in an organization is not as easy as it may seem. Sometimes, an assessment or perspective from someone outside the organization who is neutral and skilled can help the group to see itself more accurately.

4. Healthy staff can often counteract the impact of a drama king.

A number of years ago, an Australian researcher found that adding someone to a team who played the part of a jerk, downer, or slacker caused the overall performance of the team to drop dramatically. But not in every case. When the team had a skilled member or leader who could ask questions and control the situation in a healthy way, the team was impervious to the bad actor! So, don’t underestimate how team members can have a positive impact against the drama queen, and be selective with who you hire.

5. Left unaddressed, drama can quickly become damaging and even deadly.

While most drama is annoying, at its worst it can result in deadly outcomes. Some people can be extraordinarily sensitive to gossip or feeling slighted to the point that they become depressed, anxious, or even dangerously angry. All it takes is one person with unbridled anger or severe mental health issues to result in a crisis. It is a leader’s job to do his or her best to both monitor and manage the health of the team. And this is no easy task.

6. As a leader, ask yourself: “How may I be contributing to the drama?”

If it is hard for a team member to see how they may be a candidate for a drama king, it can be even harder for those who are in leadership positions. Being in charge does not make us immune to gossip, jealousy, or cliques. Perhaps it makes us even more vulnerable because we can more easily get away with it. The wise words of Jesus found in Matthew chapter 7 are worth heeding: look at yourself before looking at the behaviors of others.

7. Practice candor by addressing excessive or unhealthy drama rather than ignoring it.

I was once told by an ER doctor to talk with a surgeon about my gallbladder. I did not, and that was a mistake. Ignoring the wrong symptoms for too long can result in more serious issues later. In the context of unhealthy drama, this could include reduced morale, staff turnover, and decreased productivity. And quite often, it is the healthier members of the team who leave, resulting in an even worse environment.

Contact us to learn how our experienced consultants can help you build a healthy culture among your staff.

Jay Desko is the CEO of The Center Consulting Group and brings experience in the areas of organizational assessment, leadership coaching, decision-making, and strategic questioning. Jay’s degrees include an M.Ed. in Instructional Systems Design from Pennsylvania State University and a Ph.D. in Organizational Behavior and Leadership from The Union Institute.