Managing Work Cliques
Workplace connections can either make or break our experience at work. Positive relationships with colleagues can make us enjoy our day and work more effectively. However, sometimes these relationships can become exclusive and turn into cliques, which can have a negative impact on office morale. It is important for employers to address workplace cliques in a professional and effective manner in order to prevent any harmful effects on the overall environment.
What exactly are work cliques and what causes them to form? A work clique is a group of coworkers who spend a significant amount of time together, often socialising outside of work as well. These close-knit friendships can lead to exclusion of others in the workplace. Clique formation can be attributed to various factors such as similar personality types, employees who have been with the company for a long time, individuals from the same department, people in similar life phases, those with shared hobbies, religious or political affiliations, or even those who have shared a particular experience together. It is common for individuals who are uncertain about their future at the organization to form cliques as a way of seeking comfort and support. However, this can lead to others feeling left out and neglected, ultimately causing division within the workplace.
There are several indicators that can help identify the presence of workplace cliques. Some signs include certain workers restricting others from joining their group, office gossip about coworkers, discouragement of dissent, spreading of rumours, increased competitiveness among employees, and instances of bullying. These behaviours can not only affect the morale of the workplace but also have an impact on overall productivity.
The effects of work cliques on morale and productivity can be detrimental. Employees who feel isolated or alienated due to clique formation may lose motivation and their productivity levels may decrease. Clique members often limit their views and miss out on new perspectives, ideas, and opportunities for cooperation. This lack of diversity can hinder innovation and overall corporate efficiency. Additionally, outsiders may lose interest in their job if they believe that only clique members receive favourable feedback, recognition, and career advancements. This can lead to feelings of disengagement and decreased productivity among non-clique members.
To prevent workplace cliques from forming and causing harm, there are several strategies that employers can implement: 1. Building diverse teams by encouraging employees to work and socialise with different colleagues. 2. Leading by example and avoiding cliques by spending time with a variety of coworkers. 3. Addressing clique behaviour by meeting with members to discuss how their actions impact others. 4. Encouraging relationships with clique members individually and introducing them to other coworkers. 5. Maintaining non-work interactions with friends outside of work to feel valued and included. 6. Emphasizing the company’s values of collaboration and togetherness throughout the office. 7. Organising regular employee social events and inviting excluded individuals. 8. Establishing a mentoring program to promote cross-group interactions and break down barriers. 9. Enforcing company policies that address workplace cliques and their negative behaviours.
In conclusion, managing work cliques is essential for maintaining a positive and inclusive workplace environment. By addressing clique formation and behaviour early on, employers can prevent harmful effects on morale and productivity. Encouraging diversity, fostering cross-group interactions, and promoting company values of collaboration can help create a more harmonious and productive work environment for all employees.