Cliques on Teams: What Leaders Unintentionally Reinforce
Cliques aren’t just a high school thing. They happen in the workplace too.
In large teams, people with similar interests or habits often gravitate toward each other. In small teams, cliques can form if the group isn’t aligned with the leader. Sometimes through “inside jokes” or exclusive bonds that leave others out.
At first, this can look harmless. After all, shared interests can strengthen friendships and build energy. But when those bonds start leaving people out, cliques quietly divide a team.
A Lesson from the Inside
I saw this firsthand as a team member.
A group of colleagues bonded over biking. At first, it was just an outside hobby. But over time, it seeped into everything from lunch breaks to side conversations and even to who got access to “insider information” or special projects.
Those of us who weren’t bikers felt like outsiders. Even when we were included, we never felt like we fully belonged because the conversation always circled back to biking.
That’s the subtle danger of cliques. What starts as camaraderie can end as exclusion.
How Leaders Accidentally Reinforce Cliques
In my experience, leaders often make three mistakes that allow cliques to thrive:
Not knowing their people. If leaders don’t take time to learn the full range of interests, skills, and personalities on their team, people become one-dimensional to each other. That makes exclusion easier.
Not observing team dynamics. Many leaders are so busy managing up that they don’t notice the social undercurrents in their own team.
Not leading intentionally. Without team activities, structured collaboration, or shared goals, people will naturally splinter off into their own circles.
And here’s an important one: leaders model inclusivity themselves. If a leader spends time with only certain people, others notice. And suddenly the leader has validated the clique without even realizing it.
Practical Ways to Break Down Cliques
Leaders don’t need to ban friendships or police every relationship. Instead, they can reduce cliques by building broader connections:
Address issues in one-on-ones. If a clique has a clear “ringleader,” speak directly with them. You can also enlist trusted team members to help bring others in.
Plan team-building activities. Structured “get-to-know-you” activities break down barriers and highlight common ground.
Pair people intentionally. Use mentorships or project pairings to connect people who might not otherwise spend time together.
Use proven frameworks. Tools like The Five Dysfunctions of a Team exercises help build trust and collaboration across boundaries.
The Deeper Issue: Trust
As Patrick Lencioni put it in The Five Dysfunctions of a Team:
“Remember teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability.”
Cliques thrive where trust is thin. They fade where leaders foster openness, shared purpose, and inclusivity.
Final Thought
Cliques will happen. But whether they divide or strengthen a team depends largely on leadership.
When leaders model inclusivity, pay attention to dynamics, and create shared experiences, cliques lose their power. What’s left is a team that’s unified, not fractured.
So here’s a reflection question:
👉 Who on your team might feel like an outsider today — and what’s one thing you could do to draw them in?
Want to see how your leadership might be shaping unity (or division)? Try the free Fail-Safe Leadership Assessment — a great way to spot blind spots and growth opportunities.