The National Workplace Trends Study found that 42% of Gen Z workers plan to look for a new job this year. Why? Because they’re done putting up with nonsense.

The workplace has changed, but too many companies are still playing by outdated rules. What used to be overlooked as "just part of the job" is now the reason people are quitting.

Here are five of the biggest culture-killing tactics still lurking in today’s workplaces, how to spot them, and how to fix them before your best talent walks out the door.

1. Nepotism

Hiring or promoting based on personal relationships instead of qualifications.

• What it looks like:
  

 • Promotions going to friends or family regardless of performance
• Unqualified hires are getting priority roles
• Decisions made behind closed doors without transparency

• How to fix it:

• Implement blind resume reviews and structured interviews
• Use scorecards to evaluate candidates based on skills, not relationships
• Promote based on performance metrics and employee feedback

2. Favoritism

Consistently giving certain employees better treatment, regardless of merit.

• What it looks like:

• Same people always getting the best projects or perks
• Managers giving informal perks to “favorites”
• Certain voices are being heard more in meetings, while others are dismissed

• How to fix it:

• Rotate opportunities fairly across the team
• Provide training for managers on inclusive leadership
• Use anonymous surveys to assess perceptions of fairness and address concerns

3. Credit Stealing

Taking credit for someone else's work or ideas without acknowledgment.

• What it looks like:

• Leaders presenting team ideas as their own
• Coworkers grabbing recognition during meetings
• No one recognizes the actual contributor

• How to fix it:

• Start meetings by asking who contributed to each success
• Build a “kudos” culture that highlights individual wins publicly
• Set clear guidelines on project roles and documentation

4. Gossip and Rumors

Toxic backchannel communication that thrives in secrecy and exclusion.

• What it looks like:

• Important decisions made informally or without input
• Rumors are spreading faster than official updates
• Employees being left out of key conversation

• How to fix it:

• Commit to radical transparency
• Share updates regularly through consistent communication channels
• Encourage open forums where employees can ask questions directly

5. Passive-Aggressive Power Plays

Subtle behavior used to control or manipulate others while avoiding direct confrontation.

• What it looks like:

• Withholding information or support
• Giving vague feedback that doesn’t help people grow
• Leaders avoid accountability but expect perfection from others

• How to fix it:

• Train managers on giving clear, constructive feedback
• Promote accountability through 360 reviews and regular coaching
• Set expectations for direct, respectful communication at all levels



Final Thought

The cost of office politics isn’t just bad morale. It’s lost talent, lost productivity, and a reputation that repels top performers. If you're serious about becoming a Destination Workplace™, it’s time to ditch these tactics and build a culture where people thrive, not just survive.

Need help diagnosing the culture issues holding your team back? Let’s fix them together. Visit DestinationWorkplace.com to take the first step.

Book a session with Betsy: Seriously. We’ll help you fix the culture problems no one wants to talk about.

Let’s talk about creating a workplace where performance wins over politics. Visit DestinationWorkplace.com to learn how.