35. Workplace Cliques - Stop Division & Strengthen Unity
How to manage exclusive groups that harm team cohesion.
Imagine this - Your once-collaborative team has split into distinct groups. Certain employees only work with each other, inside jokes fly around that exclude others, and some team members feel left out of key discussions. Decision-making becomes influenced by alliances rather than merit, and workplace tension starts to rise.
Cliques and factions may form naturally in workplaces, but when they become exclusive, toxic, or obstructive, they can lead to -
Lower team cohesion – Employees focus more on group loyalty than collaboration.
Office politics and favouritism – Decision-making is influenced by alliances rather than merit.
Exclusion and resentment – Employees outside the dominant group feel alienated or undervalued.
Workplace conflict – Us-vs-them mentalities create unnecessary tensions and inefficiencies.
HR psychology tells us that cliques form when people seek security and social validation at work—but unchecked, they can undermine trust, productivity, and workplace harmony.
The challenge? How do you break down cliques and factions while fostering a culture of inclusion, collaboration, and fairness?
The Solution – A Three-Step Approach - Prevent, Detect, and Reintegrate
Effectively managing workplace cliques requires balancing individual relationships with team-wide unity. Here’s how to break down silos and foster a strong, cohesive team.
1. Prevention – Building a Culture That Doesn’t Breed Cliques
Cliques form when employees feel disconnected from the larger team. To prevent this, leaders must foster an environment where inclusion is the norm.
A. Set Clear Expectations for Team Culture
From the beginning, leaders should establish and reinforce a culture that prioritises inclusion over exclusivity.
Define and communicate workplace values – Teamwork, transparency, and mutual respect should be core values in your business.
Encourage cross-team collaboration – Structure projects so employees regularly work with different colleagues.
Lead by example – Managers should not play favourites or reinforce group divides.
HR Best Practice - When employees feel connected to a larger company mission, they are less likely to form exclusionary factions.
B. Foster a Workplace That Encourages Inclusion Over Exclusivity
Workplace socialisation shouldn’t be limited to certain groups. To keep interactions open -
Rotate seating arrangements or workspace layouts to encourage fresh interactions.
Organise company-wide initiatives—team-building activities, learning sessions, or social events that mix different groups.
Recognise and reward teamwork, not just individual success.
Psychology Insight - People naturally form social circles, but leaders can create an environment where those circles overlap rather than divide.
C. Develop a Fair and Transparent Leadership Approach
Cliques often form when employees feel favouritism exists. To prevent this -
Ensure promotions and rewards are based on merit, not popularity.
Encourage open communication, so every employee feels heard.
Provide equal opportunities for mentorship, leadership roles, and high-impact projects.
HR Best Practice - When employees believe opportunities are fair and transparent, they are less likely to form factions to gain an advantage.
2. Detection – Identifying Workplace Cliques and Factions Before They Become a Problem
Before a clique becomes a toxic influence, leaders must recognise early warning signs.
A. Subtle Signs That Cliques Are Forming
Certain employees always work together and avoid others.
Exclusive conversations and social gatherings that leave others out.
Inside jokes, coded language, or whispered conversations in meetings.
Complaints from employees feeling left out of important discussions.
B. Workplace Behaviour That Signals a Problematic Clique
A dominant group influences team decisions, making it hard for others to contribute.
Information is only shared within certain groups, leaving others uninformed.
Group members dismiss or undermine non-members in discussions.
Office gossip or negative comments about those outside the group.
Red Flag - If employees fear speaking up or feel like “outsiders” in their own workplace, the clique has become harmful.
HR Insight - Workplace cliques can be subtle at first, but if left unchecked, they can lead to disengagement, low morale, and conflict.
3. Reintegrate – Breaking Down Cliques and Rebuilding Team Unity
If workplace cliques have already formed, a structured intervention is necessary to reintegrate employees into a unified team.
A. Address the Issue Directly and Professionally
Ignoring workplace cliques only allows the problem to grow. When factions become disruptive -
Hold private, one-on-one conversations with clique leaders to address concerns.
Example - “I’ve noticed that certain team members aren’t as engaged in group discussions. How can we make sure everyone feels included?”
If needed, hold a team-wide discussion to realign with workplace values.
Example - “Our strength comes from collaboration across the team, not within select groups. Let’s refocus on working together as one.”
Make it about behaviour, not personal attacks. Avoid singling out individuals—focus on the impact of exclusivity on teamwork and morale.
B. Restructure Team Interactions to Encourage Cross-Group Engagement
To dissolve faction-based work habits, restructure how employees interact daily -
Reassign team projects so employees work with new colleagues.
Rotate leadership roles in meetings and decision-making processes.
Encourage knowledge-sharing across different teams and departments.
HR Psychology Insight - When employees build new working relationships, cliques naturally lose their exclusivity.
C. Reinforce Inclusivity Through Team Culture and Leadership
After addressing the issue, leaders must actively reinforce inclusion to prevent cliques from reforming.
Continue fostering a sense of shared goals and team identity.
Recognise and reward teamwork and collaboration.
Ensure leaders remain accessible and encourage open dialogue.
HR Best Practice - Regular feedback sessions help keep workplace culture inclusive and aligned with company values.
Reflective Scenario – What Would You Do?
Your team has split into two clear factions—each group only interacts within itself, and decision-making has become a power struggle rather than a collaboration. Employees outside these groups feel alienated and disengaged.
Using the strategies above, you might -
Privately address the behaviour with key individuals to encourage inclusion.
Redesign project teams to mix employees across different groups.
Reinforce company values that emphasise teamwork over exclusivity.
Encourage open discussions about workplace culture to prevent future cliques.
By breaking down workplace factions and fostering collaboration, you restore team unity and maintain a positive work environment.
Golden Nugget - "The best teams aren’t built on exclusion—they thrive on inclusion, collaboration, and shared success."
By setting clear expectations, proactively identifying cliques, and fostering a culture of teamwork, SME leaders can prevent workplace divisions and build a workplace where every employee feels valued and engaged.