Cliques in the Workplace: What No One Tells You

Workplaces are meant to be spaces where people collaborate, share ideas, and grow together. But sometimes, small exclusive groups called cliques form, creating an “us vs. them” vibe that can make others feel left out or uncomfortable.

So, what exactly is a clique? A clique is a small, close-knit group of people who spend most of their time together and often exclude others.

The word comes from French, where it meant the “click” or “clack” sound when things lock into place; symbolizing a tight group. It entered English in the early 1800s and is pronounced k-leek (rhymes with “sleek”).

What No One Tells You About Cliques in the Workplace

Most people talk about cliques as just “exclusive groups” or “gossip circles.” But here’s the truth that rarely gets openly discussed:

• Cliques often start from natural human needs, not just negativity. People seek safety, belonging, and comfort, so cliques aren’t always about being mean or toxic; sometimes they’re about survival in a stressful workplace. This ties closely to Maslow’s Hierarchy of Needs, which shows belonging as a fundamental human motivation.
• You might be unknowingly contributing to a clique, even if you don’t want to. Without realizing it, sticking to certain coworkers or avoiding others helps cliques form and grow.
• Managers and leaders can unintentionally fuel cliques. Favouritism or lack of transparency often strengthens exclusive groups more than employees realize.
• Cliques don’t just affect feelings, they impact real business results. From lower productivity to higher turnover, cliques quietly drain a team’s potential if left unchecked.
• Breaking up cliques isn’t about forcing everyone to be friends. It’s about fostering respect, communication, and inclusion; simple things that transform workplace culture more than big interventions.
• Cliques often become pockets of distraction, and they contribute to some of the most common time wasters in the workplace, especially when social groups dominate the workflow.

By understanding these hidden truths, you’re better equipped to handle cliques, not just react to them.

Here’s what we will cover:

• What cliques in the workplace mean
• Signs of cliques and favouritism
• The psychology behind cliques
• Types and examples of cliques in the workplace
• How to Penetrate a Clique
• How to deal with and get rid of toxic cliques
• Real-life scenarios of cliques
• The mental health impact of cliques
• How remote work affects cliques
• An interactive checklist for readers
• Frequently Asked Questions (FAQ)

Cliques in the Workplace Meaning

Simply put, a clique is a small, exclusive group of people who stick together and often exclude others. While cliques can offer a sense of belonging for their members, they often leave others feeling ignored or unwelcome which harms teamwork and morale.

What Are the Signs of a Clique?

Identifying cliques early helps you address the problem before it grows. Here are some clear signs:

Signs of a Clique	What It Looks Like
🤐 Exclusive communication	Private chats, side conversations during meetings
🚪 Physical separation	Groups eating together or sitting apart
❌ Exclusion of others	Others not invited to social events or chats
😒 Gossip and negativity	Talking about others behind their backs
🏆 Favouritism	Certain people getting special treatment
🙅‍♂️ Resistance to new people	New hires struggle to join groups

What Are the Signs of Favouritism in the Workplace?

Favouritism and cliques often go hand in hand. Signs of favouritism include:

• ⭐ Certain employees consistently get the best projects or raises
• ⭐ Unfair leniency on rules or deadlines for specific people
• ⭐ Managers spending more time with select groups
• ⭐ Others feeling overlooked or undervalued

Favouritism can cause resentment and damage team spirit, even if it’s unintentional. When opportunity is based on closeness instead of capability, that’s when cronyism quietly shapes the workplace.

Another common form of favouritism is nepotism in the workplace.

What Is the Psychology Behind Cliques?

Why do cliques form in the first place? It’s all about human nature. We naturally seek connection, belonging, and safety. Cliques provide that sense of “us” versus “them.”

Psychological reasons include:

• Need for belonging: Humans want to be accepted, so they group with similar people.
• Comfort zones: People tend to stick with what’s familiar, avoiding those who seem different.
• Power and status: Cliques can be a way to gain influence or control at work.
• Insecurity: Sometimes cliques form because members feel insecure and band together for protection.

While this behaviour is natural, it becomes toxic when it excludes, manipulates, or harms others.

Types of Cliques in the Workplace

Not all cliques are created equal. Here are some common types you might encounter:

1. The Social Clique
   Groups who bond over shared interests like sports, hobbies, or lifestyle outside work. Mostly harmless unless they exclude others.
2. The Power Clique
   Employees who hold influence and use it to control decisions or access to opportunities.
3. The Gossip Clique
   Focused on sharing rumours and often targeting others, creating a negative atmosphere.
4. The Veteran Clique
   Long-term employees who resist change and exclude new hires or outsiders.

How to Penetrate a Clique

1. Build Genuine Relationships: Start by connecting individually with members, show interest in their work and hobbies without trying to force friendship.
2. Be Friendly and Approachable: Smile, greet people warmly, and participate in group conversations naturally.
3. Find Common Ground: Discover shared interests or goals you can bond over, whether work-related or personal.
4. Offer Help and Collaboration: Being helpful on projects or offering support can make you a valued team member.
5. Attend Social Events: Accept invitations and try to join informal gatherings where cliques often bond.
6. Be Patient and Consistent: Cliques don’t open up overnight. Keep showing up with positive energy and respect boundaries.
7. Avoid Gossip or Negative Talk: Stay positive and don’t fuel any drama; they respect people who don’t stir trouble.

Remember, the goal isn’t to “break in” aggressively but to build trust naturally over time.

Examples of Cliques in the Workplace

Imagine a marketing department where a small group always lunches together, leaving others eating alone. Or a team where a few trusted members get all the client-facing tasks, while others do back-end work with little recognition.

Only the “inner circle” gets a thoughtful, personalised Christmas message… everyone else gets the generic copy paste card with their name spelled wrong.

Another example is when a manager consistently praises and rewards only their “favourites,” causing others to feel demotivated.

Toxic Cliques in the Workplace 🚩

When cliques cross the line into bullying, harassment, or exclusion, they become toxic. Toxic cliques can:

• Create fear and anxiety
• Lower morale and motivation
• Reduce collaboration and trust
• Increase turnover and absenteeism

Toxic cliques often engage in covert bullying, including gaslighting — subtle tactics that make targets doubt themselves and feel isolated.

One common sign of a clique is malicious gossip, where members spread harmful rumours about others.

If left unchecked, toxic cliques can destroy workplace culture and productivity.

How Do You Deal with Cliques at Work?

Dealing with cliques takes patience and strategy. Here’s how you can start:

• Be inclusive: Invite colleagues outside your circle to lunch or meetings.
• Use emotional intelligence:  EQ helps you recognize your own feelings and those of others, making it easier to navigate cliques with empathy and professionalism.
• Build bridges: Find common ground with those excluded.
• Address gossip: Don’t participate and gently call it out.
• Stay professional: Focus on your work and don’t let cliques distract you.
• Speak up: If cliques affect your work or mental health, talk to your manager or HR.

Remember, change won’t happen overnight, but small actions can make a big difference.

Beware of workplace glossing or toxic positivity that dismisses the real feelings of exclusion caused by cliques; acknowledging problems honestly is key.

How to Get Rid of Cliques in the Workplace

Getting rid of cliques requires leadership effort and cultural shifts. Some steps include:

• Promote open communication: Encourage team discussions where everyone’s voice matters.
• Mix teams: Rotate project groups so people work with different colleagues.
• Set clear policies: Define unacceptable behaviours like exclusion or favouritism.
• Train managers: Help leaders recognize and address clique behaviour.
• Celebrate diversity: Emphasize the value of different perspectives and backgrounds.
• Encourage microaffirmations (small acts of inclusion and recognition), helps break down cliques and foster diversity and inclusion.

Favouritism and Cliques in the Workplace

Favouritism in the workplace often fuels cliques, and cliques reinforce favouritism. When managers show bias toward certain employees, it strengthens exclusive groups. This leads to unfair treatment and a cycle of exclusion.

Organizations need to ensure fairness and transparency in promotions, rewards, and communication to break this cycle.

From Feeling Left Out to Leading with Inclusion

When I think about cliques at work, I can’t help but remember one of my earliest jobs overseas back in 2000. I had just joined a new organisation in a culture completely different from my own. Everyone already had “their people.” They ate together, laughed together, even took breaks together. I wasn’t part of any of it, and at first, I felt isolated. But with time, I realised most cliques aren’t intentionally cruel; they’re just habits that form out of comfort. Once I started inviting different coworkers to coffee, those invisible walls slowly came down. That experience taught me that inclusion isn’t about big policies; it’s about small, consistent gestures.

Fast forward six years, when I was running my own company, it was one of the things I consciously focused on. Whenever a new person joined our team, I made sure they were embraced not only in the office but also during coffee and lunch breaks. I made a point of joining the team at those times myself, to ensure everyone was integrating and no one felt left out.

Looking back, I realise those early experiences shaped how I view leadership; not from theory, but from trial and error in real workplaces.

The Mental Health Impact of Workplace Cliques ⚠️

Being excluded or stuck in a toxic clique environment isn’t just annoying; it can take a serious toll on mental health.

Victims of toxic cliques often experience undermining and belittling, which chips away at their confidence and work performance.

People who feel left out may also experience:

• 😟 Increased stress and anxiety
• 😞 Lower self-esteem
• 😴 Trouble focusing or sleeping
• 😔 Feelings of loneliness or depression

Workplace cliques can make employees feel undervalued and isolated, which hurts motivation and overall well-being. Promoting inclusion and kindness isn’t just good for culture, it’s essential for mental health.

Remote Work and Virtual Cliques: The New Frontier 💻

Just because teams work from home doesn’t mean cliques disappear. Virtual cliques can form through:

• Favorite chat groups or channels where others aren’t invited
• Informal Zoom hangouts that exclude certain team members
• Managers connecting more frequently with some employees over video calls

In remote or hybrid settings, cliques can be even harder to spot but still cause feelings of exclusion. Leaders and coworkers should make an extra effort to include everyone in digital spaces, encourage open communication, and organize virtual team-building events.

Are You Experiencing or Contributing to a Clique?

Use this quick checklist to reflect on your workplace social circles:

• Do you notice groups regularly excluding others from conversations or social events? ❌
• Have you ever felt left out during work lunches or after-hours gatherings? 😕
• Do you stick to the same coworkers and avoid connecting with others? 🤝
• Are there any favouritism patterns you’ve observed from leadership? ⭐
• Do you find yourself gossiping or insulting & mocking colleagues? 🗣️
• Are you making an effort to include new team members or quieter colleagues? 💡

If you answered “yes” to several of these, it might be time to rethink your role in workplace cliques; whether as someone affected by them or unintentionally part of the problem.

FAQ About Cliques in the Workplace

Q1: Are cliques always bad?
✅ Not necessarily! Some cliques form naturally and help employees bond. But problems arise when they exclude or harm others.

Q2: How do I approach a manager about cliques?
✅ Be calm and factual. Explain how cliques affect your work and team morale without blaming individuals.

Q3: Can new employees break into existing cliques?
✅ Yes, by being friendly, showing interest, and staying positive. Sometimes cliques soften over time.

Q4: What if my manager is part of a clique?
✅ This can be tricky. Document specific issues and, if necessary, escalate to HR or higher management.

Q5: How do cliques affect productivity?
✅ Cliques can reduce collaboration, create stress, and cause talented employees to leave, lowering overall productivity.

💡 Key Takeaway

• Inclusion doesn’t start with HR policies; it starts with people noticing who’s left out.
• Small gestures (coffee invitations, genuine curiosity, shared breaks) create trust faster than forced “team-building.”
• Every leader should ask: Who isn’t at the table yet?

Final Thoughts

If you’ve ever felt left out at work, you know how heavy that silence feels. And if you’ve ever been part of a clique, maybe without realizing it, you’re human.

Cliques aren’t the enemy. Silence and indifference are. Every day, we get to choose whether we build walls or open doors.

Work isn’t just about tasks and KPIs, it’s about people. When everyone feels they belong, everything else falls into place.

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