Being on the outside is not just about missing the memo on after-work drinks or office banter, cliques breed resentment, lower morale and send productivity into freefall. Photo: File.
Gary Martin says while office cliques may seem relatively harmless, taken to extremes they can result in exclusion, resentment, and declining productivity.
Every workplace has its ‘’in-crowd’’ — a tight-knit group that seems to hold the keys to camaraderie, information, and influence. These are the colleagues who share lunch breaks, exchange inside jokes and huddle in cryptic group chats.
While this may seem harmless, for every insider basking in their clique comfort zone, someone will be left on the outside — excluded, overlooked, and stuck on the sidelines of the workplace playing field.
When the same group always heads out to lunch together, it leaves others wondering whether they are ever welcome. When team outings or project priorities are hashed out over sandwiches, those others are left in the dark.
In meetings, a select few drop cryptic references to shared experiences or private jokes, leaving everyone else either bewildered or quietly frustrated.
The same group always organises and celebrates each other’s birthdays with fanfare — decorating desks, bringing in cakes and hosting extended morning teas.
Meanwhile, others’ milestones are acknowledged with little more than a passing “Happy birthday” — if their birthday is remembered at all — leaving them feeling like afterthoughts in the workplace social fabric.
While insiders might see their behaviour as harmless camaraderie, to others it feels like walls being built instead of bridges. Cliques breed resentment, lower morale and send productivity into freefall faster than an overworked office coffee machine.
Let’s be clear about this: being on the outside is not just about missing the memo on after-work drinks or office banter. It is about being excluded from the spaces where real opportunities for growth and collaboration happen.
When talent is overlooked, ideas go unheard and employees quietly disengage, the ripple effects are never far behind. What starts as a subtle disconnection often escalates into outcomes no organisation can ignore: high turnover, eroded trust, and a toxic ‘’us-versus-them’’ mentality.
For those enjoying their insider status, it is time for a reality check in the communal office mirror. Inclusion is not just a corporate buzzword, but the foundation of a thriving workplace. While sticking to the comfort of a close-knit group might feel safe, exclusivity narrows perspectives, stifles innovation and creates an echo chamber where only a few voices dominate.
For those on the outside, it is a tough spot to be in. However, before retreating to a cubicle fortress of solitude, consider this — cliques often rely as much on perception as on reality. A small effort to connect, by joining a conversation, seeking input or breaking the ice with humour, can sometimes crack the door open.
Even the chilliest workplace dynamics can thaw with the right approach. It is time for the in-crowd to trade exclusivity for a mindset that puts the ‘’we’’ back in workplace.
*Gary Martin is a former academic turned social trends and workplace specialist, keynote speaker and newspaper columnist. He is currently CEO of the Australian Institute of Management in Western Australia.
