Archive · 23 Aug 2026
Ankur Warikoo Shares Five Ways to Avoid Office Politics
Ankur Warikoo shared five tips for handling difficult situations at work.
If a request feels wrong, ask the person to send it by email.
This creates a record and may make the request clearer.
Talk to different coworkers so you do not depend on just one person for information.
Avoid gossip because private comments can spread.
If you receive extra work, ask your manager which other task should wait.
If someone blames you, calmly ask what exactly you did wrong.
These habits can reduce confusion, but serious problems such as harassment may require formal HR or grievance procedures.
Ask for uncomfortable or unclear requests to be sent in writing.
Build connections across the organisation instead of relying on one colleague for information.
Avoid workplace gossip and give criticism only in appropriate, professional settings.
When assigned extra work, ask which existing priority should be deprioritised.
When blamed, ask for specific details about what went wrong and how to improve.
- Who
- Entrepreneur Ankur Warikoo shared advice for employees.
- What
- He outlined five ways to reduce misunderstandings and avoid workplace political trouble.
- When
- The article does not provide a specific date; it discusses advice presented in a viral post.
- Where
- In the workplace and across an organisation.
- Why
- The advice is intended to create clarity, document responsibilities, reduce gossip and make criticism more specific.
- Advice source
- Entrepreneur Ankur Warikoo
- Number of suggestions
- Five
- Written records
- Employees are advised to request uncomfortable instructions by email and document important decisions.
- Information sharing
- Employees should build relationships with multiple colleagues and teams.
- Workplace gossip
- The advice recommends avoiding negative informal comments about colleagues.
- Extra assignments
- Employees should ask which existing responsibility to deprioritise when taking on new work.
- Serious misconduct
- Harassment, discrimination, retaliation and serious misconduct may require formal grievance or HR processes.