--- title: "Confronting Cliques at Work: Strategies for Employers" description: It's common for employees to want to connect with their coworkers, but when cliques at work exclude others they can become a problem. Here's what to do. image: https://blog.axcethr.com/hubfs/how%20to%20handle%20workplace%20cliques__1623252050_38.134.16.143.webp --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - [About PEOs](https://www.axcethr.com/why-axcet/about-peos/) - [PEO Cost](https://www.axcethr.com/peo-cost/) - [Switching PEOs](https://www.axcethr.com/switching-peos/) - [Certified PEO](https://www.axcethr.com/why-axcet/certified-peo/) - [HR Outsource Options](https://www.axcethr.com/why-axcet/outsourcing-options/) - [Client Reviews](https://www.axcethr.com/why-axcet/client-reviews/) - [PEO Services](https://www.axcethr.com/services/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Workers' Comp. and Employee Safety Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Expertise](https://www.axcethr.com/expertise/) - [PEO Expertise You Can Trust](https://www.axcethr.com/expertise/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [Subscribe to the Blog](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Blog](https://blog.axcethr.com) - [Schedule a Consultation](https://www.axcethr.com/schedule-consultation/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Client Reviews](https://www.axcethr.com/why-axcet/client-reviews/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - [About PEOs](https://www.axcethr.com/why-axcet/about-peos/) - [Certified PEO](https://www.axcethr.com/why-axcet/certified-peo/) - [Options to Outsource Human Resources](https://www.axcethr.com/why-axcet/outsourcing-options/) - [Services](https://www.axcethr.com/services/) - [Complete List of Services](https://www.axcethr.com/services/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Risk Management](https://www.axcethr.com/services/risk-management/) - [Payroll Administration](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Expertise](https://www.axcethr.com/expertise/) - [Expertise You Can Trust](https://www.axcethr.com/expertise/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [Blog](https://blog.axcethr.com/) - [Subscribe to the Blog](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [About Us](https://www.axcethr.com/about-us/) - [Community Involvement](https://www.axcethr.com/about-us/community-involvement/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![fuel-blog-logo](https://blog.axcethr.com/hs-fs/hubfs/fuel-blog-logo.png?width=310&height=97&name=fuel-blog-logo.png)](https://blog.axcethr.com) Filter Blog by Topic - [Human Resources](https://blog.axcethr.com/topic/human-resources) - [Payroll Administration](https://blog.axcethr.com/topic/payroll-administration) - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [All about COVID-19 in the Workplace](https://blog.axcethr.com/topic/covid19) - [Kansas & Missouri HR News](https://blog.axcethr.com/topic/kansas-and-missouri-hr-news) - [Kansas City Interest News](https://blog.axcethr.com/topic/kansas-city-interest-news) - [PEO/HRO](https://blog.axcethr.com/topic/peo) - Choose Topic: - [Human Resources](https://blog.axcethr.com/topic/human-resources) - Payroll Administrations - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [PEO](https://blog.axcethr.com/topic/peo) Play Audio Confronting Cliques at Work: Strategies for Employers 8:39 # Cliques at Work: Identifying and Managing Exclusionary Behaviors By [Kellie Rondon, SPHR](https://blog.axcethr.com/author/kellie-rondon) on [Aug 18, 2025](https://blog.axcethr.com/how-employers-can-handle-cliques-at-work) 6 min read [0 comment(s)](https://blog.axcethr.com/how-employers-can-handle-cliques-at-work#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/how-employers-can-handle-cliques-at-work](whatsapp://send?text=https://blog.axcethr.com/how-employers-can-handle-cliques-at-work) - [mailto:?subject=Confronting%20Cliques%20at%20Work:%20Strategies%20for%20Employers&body=https://blog.axcethr.com/how-employers-can-handle-cliques-at-work](mailto:?subject=Confronting%20Cliques%20at%20Work:%20Strategies%20for%20Employers&body=https://blog.axcethr.com/how-employers-can-handle-cliques-at-work) ![how to handle workplace cliques__1623252050_38.134.16.143](https://blog.axcethr.com/hs-fs/hubfs/how%20to%20handle%20workplace%20cliques__1623252050_38.134.16.143.webp?width=840&name=how%20to%20handle%20workplace%20cliques__1623252050_38.134.16.143.webp) Cliques aren’t just a high school problem. In the workplace, they can quietly damage morale, divide teams and limit productivity. While it’s natural for employees to form friendships, exclusive groups can quickly make others feel shut out, creating an unhealthy dynamic that hurts the entire organization. For business leaders, knowing how to recognize and address cliques is key to building a more inclusive and collaborative culture. ## Understanding Cliques at Work Cliques at work are essentially groups of colleagues who frequently engage in social activities both inside and outside the office. These groups are characterized by shared experiences and inside jokes, fostering a close-knit environment. While socializing is a normal aspect of [workplace culture](https://blog.axcethr.com/workplace-culture), problems arise when these cliques become exclusionary. The negative impact of these workplace cliques is felt when they lead to other employees feeling alienated or marginalized. This can have serious implications for workplace dynamics, potentially undermining both morale and productivity. When cliques are not addressed, they can evolve into environments of harassment or targeting of non-members, which is at odds with an inclusive work culture. This creates a hostile work environment, leading to increased complaints and high employee turnover, a situation no employer wants to face. RELATED: [Making Friends at Work, An Ongoing Debate >>](https://blog.axcethr.com/making-friends-at-work-an-ongoing-debate) ## Why Cliques Form Cliques in the workplace don’t usually start with bad intentions. In fact, they often grow out of natural human behavior. People are wired to seek safety, belonging, and validation, which makes it easy to bond with colleagues who share similar backgrounds, interests, or personalities. Over time, those casual connections can tighten into a smaller, exclusive group. Several factors can drive clique formation, including: ### **Shared Identity or Interests** Employees may naturally gravitate toward those with similar roles, tenure, hobbies, or cultural backgrounds. ### **Psychological Safety** When workers feel uncertain or overlooked, joining a clique can provide a sense of security and validation. ### **Perceived Exclusion** Ironically, cliques can form when individuals already feel left out of the broader team and seek connection with a select few. ### **Workplace Structure** Hybrid schedules, departmental silos, or uneven recognition practices can unintentionally reinforce “in-groups” and “out-groups.” While forming connections is normal and often healthy, problems begin when these groups become exclusionary or resistant to outside input. That’s when cliques shift from being supportive friendships to workplace obstacles. RELATED: [Toxic Employees, How One Bad Apple Ruins the Bunch >>](https://blog.axcethr.com/toxic-employees-how-one-bad-apple-ruins-the-bunch) ## A Caveat: Not All Socializing by Co-Workers Implies a Clique It’s also important to remember that not every workplace friendship is harmful. The genetic makeup of human beings pushes them to connect with and gravitate toward those most like them. People often perceive others who share their interests or who are of similar age or cultural background as safe. Some of the deepest friendships form at work among like-minded people who spend a lot of time together. Taking individual personalities and preferences into consideration is important since some people are natural introverts who dislike joining groups or spending their lunch hours with co-workers. Managing cliques in the workplace can be challenging because supervisors and HR should not dictate who employees can choose as friends. However, they do need to [monitor workplace cliques](https://www.verywellmind.com/reasons-why-cliques-at-work-are-bad-460839) to ensure their behavior does not have an alienating effect on others. Below are some of the most problematic issues presented by cliques at work along with what businesses can do to address them. [![how to deal with gossip at work](https://no-cache.hubspot.com/cta/default/2652187/ad78bb52-ce95-46d0-904e-bec64193408f.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/ad78bb52-ce95-46d0-904e-bec64193408f) ## Addressing Gossip and Bullying: When Cliques Cross the Line When cliques form in the workplace, they can sometimes lead to negative behaviors like gossip and bullying, which can profoundly affect those on the receiving end. As employers, it's crucial to recognize the responsibility of providing a safe environment, both physically and emotionally. Being the target of gossip or bullying can severely impact an employee's self-esteem, leading to increased absenteeism and decreased productivity. To combat gossip and bullying effectively, employers should focus on three key areas: recognizing the problem, supporting employees and addressing the behavior directly. ### 1. Recognizing Gossip and Verbal Harassment As outlined by [Monster.com](https://www.monster.com/career-advice/article/ways-to-handle-gossip-at-work), gossip and bullying in the workplace can constitute verbal harassment. Such behaviors may include persistent practical jokes aimed at one person, verbal threats, idea theft, mocking, rumor-spreading, or sharing confidential information. Employers must be able to identify these behaviors quickly and take decisive action. ### **2. Supporting Employees and Addressing Harmful Behavior** To manage gossip and bullying effectively, employers should combine strong employee support with clear corrective measures. - #### **Empower Employees** Encourage those affected to address the issue directly with the perpetrators, documenting dates, times and outcomes of any discussions. - #### Provide Managerial and HR Support Remind employees of anti-harassment policies and ensure they feel comfortable bringing concerns to leadership. - #### Confront the Clique’s Behavior Managers and HR should meet with the group, outline specific policy violations and set clear expectations, including potential consequences. - **Address Managerial Bullying** If the problem stems from a supervisor, HR should offer confidential reporting channels and enforce accountability. **RELATED: **[No Room for Workplace Bullying or Harassment >>](https://blog.axcethr.com/no-room-for-workplace-harassment-or-bullying) ### **3. Preventing Cyberbullying and Off-Hours Exclusion** Today’s cliques don’t stop at the office door. With social media, messaging apps, and email, exclusionary or harmful behaviors often extend into digital spaces, creating new risks for employers. - #### Recognize Digital Exclusion It's essential to recognize that the same exclusionary and harmful behaviors observed in physical workplace cliques can manifest digitally. Social media, messaging apps and emails become the new platforms for these interactions, blurring the lines between professional and personal communication. - #### Set Clear Digital Boundaries Employee handbooks should outline acceptable online conduct, including prohibitions on harassment, threats and breaches of privacy. - #### Encourage Reporting Encourage employees to report instances of cyberbullying. This can be done by taking screenshots of the offensive content and bringing it to the attention of their manager or HR department. The management's response should be calibrated based on the severity of the harassment, with potential involvement of HR in more serious cases. - #### Promote a Respectful Digital Culture Foster an environment where online interactions mirror workplace professionalism, ensuring respect extends into all digital spaces. By recognizing and addressing the digital aspects of workplace cliques, employers can ensure a holistic approach to managing workplace relationships. This not only addresses the issue of cyberbullying but also reinforces the importance of respectful and inclusive interactions in all facets of the workplace, both physical and digital. [![When Employees Harass Co Workers on Social Media](https://no-cache.hubspot.com/cta/default/2652187/8a84d578-aeef-44a9-b43d-45335a6435e2.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/8a84d578-aeef-44a9-b43d-45335a6435e2) ## Cliques At Work Can Make the Whole Team Less Productive Healthy working teams depend on collaboration and input from each member to achieve their goals. In group meetings with one or more cliques present, people may feel intimidated to speak up for fear of a group making fun of them or twisting their words later to start rumors. Team leaders should make clear to employees that they welcome fresh ideas and maintain a process to facilitate one-on-one conversations during which people can be candid. Another way to deal with workplace cliques is for team leaders to assign employees to groups with co-workers they do not know well. This approach prevents a group that spends a lot of time together outside of the office from becoming so insular at work that they make others uncomfortable. [RELATED: Intimidation at Work, How to Deal with Workplace Bullying >>](https://blog.axcethr.com/workplace-bullying-what-it-is-and-what-to-do-about-it) ## The Takeaway Recognizing workplace cliques and addressing inappropriate behaviors are essential for a healthy workplace. Nipping problems with workplace cliques in the bud helps reduce their negative impact on the entire team, which could otherwise grow stronger over time. [![Axcet HR Solutions Employee Relations Solutions helping small businesses in kansas city and across the country](https://no-cache.hubspot.com/cta/default/2652187/interactive-189259369129.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLLcSNBmU0nOqU84uBtEYawA3%2B5OivxGeERJVPLsNJQGFLQ%2BXv7QRL41%2BpgOvfnpeg%2F2ojcT9Evm0yuMxdaSdcvN%2FGCD3RJEBhcFPsmRON5n1l5Gg9famXvIdt9VdDSTQlPjtJEk9EYG1b%2B7wTpLEQrbcMkbIxgDpZ2SZaQIBPI6NlJnQ8b0fYOp7L7k9ib0UvIvtJgWxli9LnB%2BzoHjEL8djvb6ciKDiaHX%2BxvM4hV8BaVAMrDSESn%2Buc3DLw1Wgo%2BbYWKWJ5mUVIqO88WyvSajP7Mx3xXvebcdRlK22nI2Uw%3D%3D&webInteractiveContentId=189259369129&portalId=2652187) ## Fostering Inclusivity: Partner with Axcet HR Solutions, Your Trusted HR Outsourcing Company Handling cliques at work can be challenging, but fostering a culture of inclusivity is essential for a collaborative workplace. Axcet HR Solutions, a leading [HR outsourcing company](https://www.axcethr.com/services/human-resources/), is here to provide expert guidance and support through our comprehensive [PEO services](https://www.axcethr.com/services/). Break down barriers and promote collaboration by addressing workplace cliques effectively. [Schedule a consultation](https://www.axcethr.com/schedule-consultation/) to leverage our expertise and PEO services. Our experienced consultants can assist you in implementing strategies to cultivate a more inclusive environment, fostering strong teamwork and employee engagement. [![See if a PEO makes sense for your business](https://no-cache.hubspot.com/cta/default/2652187/18caba7b-fa27-458e-b41c-5af2422700be.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/18caba7b-fa27-458e-b41c-5af2422700be) [![Kellie Rondon, SPHR](https://blog.axcethr.com/hs-fs/hubfs/_DSC0755-Edit.jpg?width=80&height=80&name=_DSC0755-Edit.jpg)](https://blog.axcethr.com/author/kellie-rondon) Written by #### [Kellie Rondon, SPHR](https://blog.axcethr.com/author/kellie-rondon) Kellie Rondón, SPHR, is a Human Resources Consultant at Axcet HR Solutions with over ten years of progressive HR experience and a Senior Certification in Professional Human Resources. Kellie enjoys providing clients with professional employee relations guidance, training and development, and compliance expertise catered specifically to small business. She has a passion for helping business owners and leaders strengthen their culture and business trajectory through strategic HR consulting. Her commitment to delivering peace of mind and fostering long-term client relationships is evident in her work and contributions to our team. Read more [View all posts →](https://blog.axcethr.com/author/kellie-rondon) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [Understanding the “No Tax On Tips” Law is Key to Payroll Compliance ![Jo McClure Director of Payroll at Axcet HR Solutions discusses the new no tax on tips law and payroll compliance](https://blog.axcethr.com/hubfs/no-tax-on-tips-law-_1200-x-628-px_%20(1).webp)](https://blog.axcethr.com/no-tax-on-tips-law) #### [![how to change to a new pay cycle](https://blog.axcethr.com/hubfs/how-to-change-pay-cycles-_1200-%C3%97-628-px_%20(1).webp) Changing Payroll Frequency: How to Select and Transition Pay Cycles](https://blog.axcethr.com/ask-the-payroll-expert-how-to-change-to-a-new-pay-cycle) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Kellie Rondon, SPHR", "url" : "https://blog.axcethr.com/author/kellie-rondon" }, "dateModified" : "2026-08-26T21:12:57.472Z", "datePublished" : "2025-08-18T10:00:00.000Z", "headline" : "Confronting Cliques at Work: Strategies for Employers", "image" : [ "https://blog.axcethr.com/hubfs/how%20to%20handle%20workplace%20cliques__1623252050_38.134.16.143.webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/how-employers-can-handle-cliques-at-work", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. Founded in Kansas City in 1988 with 35+ years of expertise.", "foundingDate" : "1988", "foundingLocation" : { "@type" : "Place", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" } }, "hasOfferCatalog" : { "@type" : "OfferCatalog", "itemListElement" : [ { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "description" : "Comprehensive HR management services including recruitment, retention, performance management, and company culture development", "name" : "Human Resources Management" } }, { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "description" : "Accurate payroll processing and payroll tax filing with dedicated payroll consultants", "name" : "Payroll Processing" } }, { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "description" : "Group employee benefits management including health insurance evaluation, selection, and administration", "name" : "Employee Benefits Administration" } }, { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "description" : "Workplace safety compliance and risk management solutions", "name" : "Risk Management" } }, { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "description" : "Employment law compliance, regulatory reporting, and guidance from employment law attorneys", "name" : "HR Compliance & Legal Support" } } ], "name" : "HR Solutions Services" }, "keywords" : "PEO, Professional Employer Organization, HR Solutions, Human Resources Outsourcing, Payroll Services, Employee Benefits, Kansas City PEO, Small Business HR, Mid-Sized Business HR, HR Consulting, IRS Certified PEO, CPEO", "knowsAbout" : [ "Human Resources Management", "Professional Employer Organization", "PEO Services", "Payroll Processing", "Employee Benefits Administration", "Risk Management", "HR Compliance", "Health Plan Management", "Talent Recruitment", "Performance Management", "Workplace Safety", "Employment Law Compliance" ], "legalName" : "Axcet HR Solutions", "logo" : { "@type" : "ImageObject", "url" : "https://www.axcethr.com/wp-content/uploads/axcet-logo.png" }, "memberOf" : { "@type" : "Organization", "name" : "IRS Certified Professional Employer Organizations" }, "name" : "Axcet HR Solutions", "numberOfEmployees" : { "@type" : "QuantitativeValue", "value" : "50-200" }, "sameAs" : [ "https://blog.axcethr.com" ], "slogan" : "HR Support That Drives Success", "url" : "https://www.axcethr.com" } ``` ```json { "@context" : "https://schema.org", "@id" : "https://blog.axcethr.com/how-employers-can-handle-cliques-at-work#article", "@type" : "BlogPosting", "alternativeHeadline" : "Cliques aren’t just a high school problem. In the false", "articleBody" : "Cliques aren’t just a high school problem. In the workplace, they can quietly damage morale, divide teams and limit productivity. While it’s natural for employees to form friendships, exclusive groups can quickly make others feel shut out, creating an unhealthy dynamic that hurts the entire organization. For business leaders, knowing how to recognize and address cliques is key to building a more inclusive and collaborative culture. Understanding Cliques at Work Cliques at work are essentially groups of colleagues who frequently engage in social activities both inside and outside the office. These groups are characterized by shared experiences and inside jokes, fostering a close-knit environment. While socializing is a normal aspect of workplace culture, problems arise when these cliques become exclusionary. The negative impact of these workplace cliques is felt when they lead to other employees feeling alienated or marginalized. This can have serious implications for workplace dynamics, potentially undermining both morale and productivity. When cliques are not addressed, they can evolve into environments of harassment or targeting of non-members, which is at odds with an inclusive work culture. This creates a hostile work environment, leading to increased complaints and high employee turnover, a situation no employer wants to face. RELATED: Making Friends at Work, An Ongoing Debate >> Why Cliques Form Cliques in the workplace don’t usually start with bad intentions. In fact, they often grow out of natural human behavior. People are wired to seek safety, belonging, and validation, which makes it easy to bond with colleagues who share similar backgrounds, interests, or personalities. Over time, those casual connections can tighten into a smaller, exclusive group. Several factors can drive clique formation, including: Shared Identity or Interests Employees may naturally gravitate toward those with similar roles, tenure, hobbies, or cultural backgrounds. Psychological Safety When workers feel uncertain or overlooked, joining a clique can provide a sense of security and validation. Perceived Exclusion Ironically, cliques can form when individuals already feel left out of the broader team and seek connection with a select few. Workplace Structure Hybrid schedules, departmental silos, or uneven recognition practices can unintentionally reinforce “in-groups” and “out-groups.” While forming connections is normal and often healthy, problems begin when these groups become exclusionary or resistant to outside input. That’s when cliques shift from being supportive friendships to workplace obstacles. RELATED: Toxic Employees, How One Bad Apple Ruins the Bunch >> A Caveat: Not All Socializing by Co-Workers Implies a Clique It’s also important to remember that not every workplace friendship is harmful. The genetic makeup of human beings pushes them to connect with and gravitate toward those most like them. People often perceive others who share their interests or who are of similar age or cultural background as safe. Some of the deepest friendships form at work among like-minded people who spend a lot of time together. Taking individual personalities and preferences into consideration is important since some people are natural introverts who dislike joining groups or spending their lunch hours with co-workers. Managing cliques in the workplace can be challenging because supervisors and HR should not dictate who employees can choose as friends. However, they do need to monitor workplace cliques to ensure their behavior does not have an alienating effect on others. Below are some of the most problematic issues presented by cliques at work along with what businesses can do to address them. Addressing Gossip and Bullying: When Cliques Cross the Line When cliques form in the workplace, they can sometimes lead to negative behaviors like gossip and bullying, which can profoundly affect those on the receiving end. As employers, it's crucial to recognize the responsibility of providing a safe environment, both physically and emotionally. Being the target of gossip or bullying can severely impact an employee's self-esteem, leading to increased absenteeism and decreased productivity. To combat gossip and bullying effectively, employers should focus on three key areas: recognizing the problem, supporting employees and addressing the behavior directly. 1. Recognizing Gossip and Verbal Harassment As outlined by Monster.com, gossip and bullying in the workplace can constitute verbal harassment. Such behaviors may include persistent practical jokes aimed at one person, verbal threats, idea theft, mocking, rumor-spreading, or sharing confidential information. Employers must be able to identify these behaviors quickly and take decisive action. 2. Supporting Employees and Addressing Harmful Behavior To manage gossip and bullying effectively, employers should combine strong employee support with clear corrective measures. Empower Employees Encourage those affected to address the issue directly with the perpetrators, documenting dates, times and outcomes of any discussions. Provide Managerial and HR Support Remind employees of anti-harassment policies and ensure they feel comfortable bringing concerns to leadership. Confront the Clique’s Behavior Managers and HR should meet with the group, outline specific policy violations and set clear expectations, including potential consequences. Address Managerial Bullying If the problem stems from a supervisor, HR should offer confidential reporting channels and enforce accountability. RELATED: No Room for Workplace Bullying or Harassment >> 3. Preventing Cyberbullying and Off-Hours Exclusion Today’s cliques don’t stop at the office door. With social media, messaging apps, and email, exclusionary or harmful behaviors often extend into digital spaces, creating new risks for employers. Recognize Digital Exclusion It's essential to recognize that the same exclusionary and harmful behaviors observed in physical workplace cliques can manifest digitally. Social media, messaging apps and emails become the new platforms for these interactions, blurring the lines between professional and personal communication. Set Clear Digital Boundaries Employee handbooks should outline acceptable online conduct, including prohibitions on harassment, threats and breaches of privacy. Encourage Reporting Encourage employees to report instances of cyberbullying. This can be done by taking screenshots of the offensive content and bringing it to the attention of their manager or HR department. The management's response should be calibrated based on the severity of the harassment, with potential involvement of HR in more serious cases. Promote a Respectful Digital Culture Foster an environment where online interactions mirror workplace professionalism, ensuring respect extends into all digital spaces. By recognizing and addressing the digital aspects of workplace cliques, employers can ensure a holistic approach to managing workplace relationships. This not only addresses the issue of cyberbullying but also reinforces the importance of respectful and inclusive interactions in all facets of the workplace, both physical and digital. Cliques At Work Can Make the Whole Team Less Productive Healthy working teams depend on collaboration and input from each member to achieve their goals. In group meetings with one or more cliques present, people may feel intimidated to speak up for fear of a group making fun of them or twisting their words later to start rumors. Team leaders should make clear to employees that they welcome fresh ideas and maintain a process to facilitate one-on-one conversations during which people can be candid. Another way to deal with workplace cliques is for team leaders to assign employees to groups with co-workers they do not know well. This approach prevents a group that spends a lot of time together outside of the office from becoming so insular at work that they make others uncomfortable. RELATED: Intimidation at Work, How to Deal with Workplace Bullying >> The Takeaway Recognizing workplace cliques and addressing inappropriate behaviors are essential for a healthy workplace. Nipping problems with workplace cliques in the bud helps reduce their negative impact on the entire team, which could otherwise grow stronger over time. Fostering Inclusivity: Partner with Axcet HR Solutions, Your Trusted HR Outsourcing Company Handling cliques at work can be challenging, but fostering a culture of inclusivity is essential for a collaborative workplace. Axcet HR Solutions, a leading HR outsourcing company, is here to provide expert guidance and support through our comprehensive PEO services. Break down barriers and promote collaboration by addressing workplace cliques effectively. Schedule a consultation to leverage our expertise and PEO services. Our experienced consultants can assist you in implementing strategies to cultivate a more inclusive environment, fostering strong teamwork and employee engagement.", "author" : { "@id" : "https://blog.axcethr.com/author/kellie-rondon#author", "@type" : "Person", "name" : "Kellie Rondon, SPHR", "url" : "https://blog.axcethr.com/author/kellie-rondon" }, "dateCreated" : "2025-08-18", "dateModified" : "2026-08-26", "datePublished" : "2025-08-18", "description" : "Cliques aren’t just a high school problem. In the workplace, they can quietly damage morale, divide teams and limit productivity. While it’s natural for employees to form friendships, exclusive groups can quickly make others feel shut out, creating an unhealthy dynamic that hurts the entire organization. For business leaders, knowing how ...", "editor" : "Kellie Rondon, SPHR", "genre" : "Human Resources and Employee Management", "headline" : "Confronting Cliques at Work: Strategies for Employers", "image" : "https://2652187.fs1.hubspotusercontent-na1.net/hubfs/2652187/how%20to%20handle%20workplace%20cliques__1623252050_38.134.16.143.webp", "keywords" : "Human Resources, Employee Relations, cliques in the workplace, cliques, managing cliques at workplace, how to deal with cliques, cliques at work, toxic cliques in the workplace, benefits of humor in the workplace", "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/how-employers-can-handle-cliques-at-work", "@type" : "WebPage" }, "publisher" : { "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hs-fs/hubfs/axcethr_logo_white.png?width=225&name=axcethr_logo_white.png" }, "name" : "Axcet HR Solutions" }, "url" : "https://blog.axcethr.com/how-employers-can-handle-cliques-at-work", "wordCount" : "9087" } ``` ```json { "@context" : "https://schema.org", "@type" : "BreadcrumbList", "itemListElement" : [ { "@type" : "ListItem", "item" : "https://www.axcethr.com/", "name" : "Home", "position" : 1 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/", "name" : "Insights", "position" : 2 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/tag/human-resources", "name" : "Human Resources", "position" : 3 }, { "@type" : "ListItem", "item" : "https://blog.axcethr.com/how-employers-can-handle-cliques-at-work", "name" : "Confronting Cliques at Work: Strategies for Employers", "position" : 4 } ] } ``` ```json { "@context" : "https://schema.org", "@type" : "Article", "author" : { "@type" : "Person", "name" : "Sherri Bennett, SPHR & SHRM-CP" }, "dateModified" : "2021-03-26", "datePublished" : "2021-03-17", "description" : "Dealing with high school mentality in the workplace is frustrating for department managers, human resources and employees alike. While it can seem surprising to see cliques in a professional environment, the experience is not unusual. Quoting a CareerBuilder.com survey, Forbes Magazine states that 43% of employees surveyed stated that cliques at work are a significant problem. Learn more in this article.", "headline" : "How Employers Can Handle Cliques at Work", "image" : "https://f.hubspotusercontent30.net/hub/2652187/hubfs/cliques%20at%20work.png?width=1199&quality=low", "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/how-employers-can-handle-cliques-at-work", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hs-fs/hubfs/axcethr_logo_white.png?width=225&name=axcethr_logo_white.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Sherri Bennett, SPHR & SHRM-CP" }, "dateModified" : "2021-03-26", "datePublished" : "2021-03-17", "description" : "Dealing with high school mentality in the workplace is frustrating for department managers, human resources and employees alike. While it can seem surprising to see cliques in a professional environment, the experience is not unusual. Quoting a CareerBuilder.com survey, Forbes Magazine states that 43% of employees surveyed stated that cliques at work are a significant problem. Learn more in this article.", "headline" : "How Employers Can Handle Cliques at Work", "image" : "https://f.hubspotusercontent30.net/hub/2652187/hubfs/cliques%20at%20work.png?width=1199&quality=low", "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/how-employers-can-handle-cliques-at-work", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hs-fs/hubfs/axcethr_logo_white.png?width=225&name=axcethr_logo_white.png" }, "name" : "Axcet HR Solutions" } } ```