Cliques in the workplace, while benign, can have detrimental effects on organizational culture, employee morale, and overall productivity. Cliques are exclusive groups within the workplace, often leading to division and exclusion. Understanding the problems associated with cliques and implementing strategies to mitigate their impact is crucial for maintaining a healthy and inclusive work environment. This analysis, supported by recent journal articles, examines the characteristics of workplace cliques, their negative impact, and strategies for addressing these issues.

Characteristics of Workplace Cliques

Workplace cliques share several defining characteristics:

Exclusivity: Cliques form around specific individuals or groups, often based on shared interests, backgrounds, or social status. They deliberately exclude others, fostering an environment of "us vs. them" (Li, 2021).

Resistance to Change: Cliques resist organizational change, as it threatens their established norms and influence. This resistance can hinder innovation and adaptability (Bendersky & Hays, 2012).

Informal Hierarchies: Cliques create informal power structures outside formal organizational hierarchies. These structures can disrupt communication and decision-making processes (Grosser et al., 2012).

Negative Impact of Cliques on the Workplace

The presence of cliques in the workplace can lead to several adverse outcomes:

Reduced Employee Morale: Employees excluded from cliques often feel marginalized and undervalued. This exclusion leads to decreased job satisfaction and engagement. Morrison (2011) found that workplace cliques significantly contribute to feelings of isolation and decreased morale.

Hindered Communication: Cliques create barriers to effective communication. Information flows within cliques, often excluding others. This selective communication can lead to misunderstandings and inefficiencies (Li, 2021).

Decreased Collaboration: Cliques discourage collaboration across the organization. Members prefer working within their group, which can silo knowledge and reduce overall teamwork and innovation (Grosser et al., 2012).

Increased Conflict: Cliques often result in increased workplace conflict. The "us vs. them" mentality fosters competition and mistrust, escalating conflicts and disrupting the work environment (Bendersky & Hays, 2012).

Strategies to Address Workplace Cliques

Addressing the issue of cliques in the workplace requires proactive and strategic approaches:

Promote Inclusivity: Encourage a culture of inclusivity where all employees feel valued and included. Implement team-building activities that foster relationships across diverse groups. Shore et al. (2011) emphasized the importance of inclusive practices in reducing the impact of cliques and improving organizational cohesion.

Open Communication Channels: Establish open and transparent communication channels. Encourage employees to share information freely and ensure that all team members have access to important updates. This transparency can reduce the influence of cliques on information flow (Li, 2021).

Leadership Training: Train leaders to recognize and address clique formation. Effective leadership can mitigate cliques' negative impact by promoting a culture of inclusivity and collaboration. Leaders should model inclusive behavior and discourage exclusivity (Grosser et al., 2012).

Encourage Cross-Functional Teams: Form cross-functional teams to promote collaboration across different departments and groups. This strategy helps break down the barriers created by cliques and fosters a more integrated work environment (Bendersky & Hays, 2012).

Implement Clear Policies: Develop and enforce policies that discourage exclusionary behavior and promote inclusivity. Communicate the consequences of engaging in behaviors that contribute to cliques (Shore et al., 2011).

Conclusion

Cliques in the workplace create an environment of exclusion and division, leading to reduced morale, hindered communication, decreased collaboration, and increased conflict. Understanding cliques' characteristics and negative impact is essential for addressing this issue. Organizations must promote inclusivity, establish open communication channels, train leaders, encourage cross-functional teams, and implement clear policies to mitigate the impact of cliques. By fostering a culture of inclusivity and collaboration, organizations can improve employee morale, enhance communication, and drive overall productivity and innovation.

References

Bendersky, C., & Hays, N. A. (2012). Status conflict in groups. Organization Science, 23(2), 323-340. https://doi.org/10.1287/orsc.1110.0734

Grosser, T. J., Lopez-Kidwell, V., Labianca, G. (J.), & Ellwardt, L. (2012). Hearing it through the grapevine: Positive and negative workplace gossip. Organizational Dynamics, 41(1), 52–61. https://doi.org/10.1016/j.orgdyn.2011.12.007

Li M, Xu X and Kwan, H.K. (2021) Consequences of Workplace Ostracism: A Meta-Analytic Review. Front. Psychol. 12:641302. https://doi.org/10.3389/fpsyg.2021.641302  

Morrison, E. W. (2011). Employee voice behavior: Integration and directions for future research. The Academy of Management Annals, 5(1), 373–412. https://doi.org/10.1080/19416520.2011.574506

Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Ehrhart, K. H., & Singh, G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262-1289. https://doi.org/10.1177/0149206310385943