By Nelson Semanu BOANDOH-KORKOR & Elizabeth BOANDOH-KORKOR
“Do not let any unwholesome talk come out of your mouths, but only what is helpful for building others up according to their needs, that it may benefit those who listen” ~Ephesians 4:29 (NIV)
At the start of every career, there’s bound to be a few challenges along the way; the ones we encounter and the ones that we create for ourselves. In all, how we navigate these moments often determines our trajectory and long-term success.
Some challenges arise externally, such as adjusting to new responsibilities or fitting into workplace culture, while others stem from internal struggles like self-doubt and impatience. Recognising this distinction is essential because it helps us approach problems with a level head rather than acting impulsively.
Learning to take a step back and assess situations objectively is one of the first and most crucial skills any professional should develop.
The start of a career can be very exciting, so much that it can be easy to get carried away. With many interests coming into play, you might occasionally feel like your immediate reaction is the right one but the truth is that it sometimes isn’t.
Of course, you should trust your instinct and feel your emotions as fully and truly as necessary. Trusting your gut is how you build confidence, after all. But you must learn to differentiate between how you feel and what you do about that feeling. There is a difference between emotion and reaction.
A knee-jerk reaction to workplace challenges can sometimes lead to poor decisions, such as acting out of frustration or making judgments before fully understanding a situation. For example, a new employee might feel undervalued when their ideas are not immediately recognised.
Instead of internalising this as rejection, it is more productive to observe how ideas are typically received and improve one’s approach. Patience and resilience are key traits that separate those who thrive in their careers from those who stagnate. Rather than reacting hastily, taking a measured approach often leads to better outcomes and stronger professional relationships.
One particularly damaging reaction to workplace dissatisfaction is joining colleagues in speaking negatively about the company. While it might feel validating in the moment, it rarely leads to positive change and can even backfire.
Complaints, especially when aired publicly or in unprofessional settings, can harm one’s reputation and limit future opportunities. Instead of participating in such discussions, it is more beneficial to channel concerns into constructive conversations with supervisors or HR.
The ability to manage emotions effectively and make thoughtful decisions, even in challenging moments, is what sets a professional apart and ensures long-term career growth.
The pitfalls of following the crowd
It was a Monday morning, and the office buzzed with tension. The management had just announced a new policy requiring employees to work an extra hour daily without overtime pay. Discontent spread like wildfire; and during lunch, a group of colleagues gathered in the break room to vent.
Sarah, a talented but impressionable junior employee, joined the conversation. Her colleague, Mark, was particularly vocal. “This is ridiculous! Management doesn’t care about us. We should all push back and refuse to comply,” he declared. Sarah, eager to fit in and feeling the same frustration, chimed in: “You’re right. They’re taking advantage of us. We should stand together and speak up”.
The group decided to draft a collective complaint. Sarah, emboldened by the camaraderie, added her name to the list. The next day, the complaint was sent to the management. At first, Sarah felt proud of her boldness, but her confidence wavered when she was called into the manager’s office.
“Sarah,” her manager began, “I noticed your name on the complaint. I’m surprised. You’ve always been a top performer. Is there something specific bothering you?” Sarah hesitated, realising she hadn’t fully thought through her concerns. She had simply followed the crowd.
Over the next few weeks, Sarah noticed a shift. Management addressed the policy, but her relationship with her boss became strained. She was excluded from key projects, and her colleagues, who had encouraged her to speak up, distanced themselves. Mark, the ringleader, even took credit for the policy change, leaving Sarah to face the fallout alone.
Here’s the hard truth: Siding against management, especially in a public or confrontational way, can damage your reputation and stall your career. It’s not about being a “yes person” or avoiding conflict—it’s about understanding the dynamics of power and professionalism. Sarah’s decision to join the collective complaint was ill-considered because she didn’t fully think through the consequences.
She acted on emotion and peer pressure, not on a clear understanding of the situation or her own goals. Sure, the policy change was frustrating, but did she consider alternative ways to address it? Did she weigh the potential fallout? She did not. Instead she jumped in headfirst, and the result was a blowback.
It was also non-strategic because it didn’t align with her long-term career aspirations. Sarah wanted to grow in her role, but siding against management publicly created a rift with her boss. Instead of being seen as a problem-solver, she was labelled as a complainer. No one wants to promote someone who’s seen as a troublemaker, much less have to work with them.
Also worth considering is the fact that Sarah’s colleagues, who encouraged her to speak up, didn’t have her back when things got tough. Mark, the loudest voice in the room, took all the credit for the policy change, leaving Sarah to deal with the fallout.The point, really, is that following the crowd might feel good in the moment, but it rarely pays off in the long run.
Backbiting affects your career worse than you think
When you disregard management decisions, you open yourself up to losing the trust of those at the top. Managers rely on employees they can trust. When you pick a side that goes contrary to them, even if it’s justified, it can erode that trust. They may see you as disloyal or difficult to work with. Trust me, you don’t want that.
From there, there’s a possibility that you can be known as a complainer, an agitator, someone restless in the workplace. Word gets around. Being labelled a complainer or agitator can make managers hesitant to give you high-profile projects or promotions.
This means that automatically you have set yourself up for missed opportunities. You put your career in jeopardy when you speak against those who are in charge of paving ways for your success. The message being sent is one of untrustworthiness, and such a message cuts deep.
And it rarely ever stops there. The damage of a bad reputation can be unfortunately far reaching. Other departments or future employers might hear about your “rebellious” streak, which can hurt your long-term prospects. Many employees find themselves at a loss for options because they, with their own hands, have destroyed a chance to prove that they are reliable.
Along the way, you will also find that colleagues who encouraged you to speak up might distance themselves when things get tough, leaving you to face the fallout alone.
Now you have, in addition to a damaged career, the burden of figuring everything out from scratch and all by yourself. It’s essential to understand that the world goes round and things can get sour really quickly. How can you be sure that those who plotted against management in the shadows aren’t out to get you as well?
This is how you avoid it instead
So, what’s an employee to do when you’re frustrated but don’t want to torpedo your career? Here’s a game plan:
- Pause before you react – Anytime you encounter a colleague complaining about a situation or policy, it’s best to first of all take a deep breath. Don’t jump on the bandwagon immediately. Ask yourself: Is this worth risking my reputation over? Remember to answer honestly, because thinking your decisions through not only prepares you for the consequences that it might lead to, but it also puts you in a position where you feel comfortable to defend your actions if called to.
- Address concerns constructively – If you have a legitimate issue, bring it up privately with your manager. Frame it as a solution-oriented conversation, not a complaint. For example, “I’ve noticed the new policy is causing some challenges. Can we brainstorm ways to make it work better for the team?”
- Stay neutral in gossip – Avoid office gossip like the plague. If colleagues start venting, listen politely but don’t contribute. Change the subject or excuse yourself if things get too heated.
- Build bridges, not walls – Focus on building positive relationships with both colleagues and management. Be known as someone who solves problems, not the person who creates them.
What now?
Here’s the deal: your career is a marathon, not a sprint. Every decision you make—including how you handle office politics—shapes your professional reputation.
Siding against management might feel good in the moment, but it rarely pays off in the long run. Instead, focus on being the kind of employee who solves problems, builds relationships and stays above the fray.
Trust me, your future self will thank you. So, the next time the office starts buzzing with complaints, take a step back. Be smart, be strategic and remember: your career is worth more than a moment of venting. Now go out there and slay, superstar!
Tips
- Tip #1: If someone starts badmouthing a colleague or manager, don’t participate. A simple “I’d rather not get into this” or “Let’s focus on the work” can shut it down.
- Tip #2: When conversations turn negative, redirect them. For example, “I get that this is frustrating, but what can we do to make it better?” This way, you contribute rather than tear down.
- Tip #3: If certain colleagues are always gossiping, limit your interactions with them. Surround yourself with positive, professional people instead.
- Tip #4: Remind yourself why you’re there—to grow, learn and advance your career. Gossip and backbiting only distract you from that.
>>>Nelson Semanu Boandoh-Korkor: Nelson is a respected author, publishing consultant and Christian business coach. He is passionate about financial evangelism and is also a forex trader, cryptocurrency investor and metaverse enthusiast.
Elizabeth Boandoh-Korkor (CA): Elizabeth is a highly accomplished Chartered Accountant with nearly two decades of experience in financial management consulting. She has worked extensively in both the non-profit and banking sectors. You can reach out to them at +233549762233 or [email protected]
