The dark side of cliques - Workplace Wellness Blog by Wellergize

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Blog Overview Blogger Profiles Event Calendar You can also visit our other sites: EmployeeWellness.ca WellnessFair.ca Workplace Wellness Info on NaturalHealthcare.ca	\| Share: \| more The dark side of cliques How to deal with clique formation and produce a supportive, friendly work environment. A work environment where fellow employees get along and are friendly towards is very important to increase productivity and maintain employee satisfaction. People need the friendship and support of their co-workers, they need to know that they have been accepted in their workplace. However, sometimes the formation of cliques takes place and this can have consequences. Cliques can be destructive and hinder the work environment. Mary Pearson from Pearson & Associates Inc. writes that to understand why cliques can be destructive, the evolution of work teams in terms of group dynamics needs to be explored. She says that there are several phases in team development. During the first phase team members are not really a cohesive group. The group members have not become acquainted, they do not know whom to trust, who they will like or dislike, and who has common goals and interests. During this first stage, team members rely heavily on the team leader to set the direction, get things done, and make all the decisions. Pearson states that when teams evolve to the next stage of development cliques form. As the team members become frustrated with how the group is performing and start to blame team leader and criticize him/her behind their back is when problems start to arise. At this point the group has not developed a sense of self-determination and collegial collaboration. Eventually sub-groups begin to form, they gain support/pity and they form because certain individuals are drawn to each other. â€œOver time, if problems persist, and work issues aren't resolved and the team's natural evolution is stifled, cliques form that can become polarized, rigid and cause conflicts and rifts in the group. The longer this situation is left to fester, the worse it gets,â€ says Pearson. It is important to respond skillfully to the formation of cliques. Steps to take include: Engage in team-building. Having a facilitator present openly discuss the teamâ€™s performance in the past six months, what went wrong, what went right, and why. The focus should be on appreciating the unique qualities that each team member has. Discussions can also include lessons that have been learned and what should be done differently. It is also beneficial to set ground rules for workplace behavior in a team setting. â€œOpen disagreement shows a measure of respect for the other, whereas ridicule is the ultimate in disrespect. Building an appreciation for treating others with respect and compassion, allows individual staff to reflect on their behavior and make a conscious effort to conduct themselves honorablyâ€ claims Pearson. Identify team members that may initiate rivalries, gossip or distrust of others. That individual should be warned that their behavior will not be tolerated. If that individualâ€™s behavior continues then they be told that they can no longer be a member of the group. Managers should ensure that employees develop the confidence to speak openly and honestly about problems in the group. Managers should also make sure that the team evolves to a point where leadership is shared, team members should not rely only on the leader. By doing so, rivalries are reduced and team member respect each other and their contributions and opinions. The end result of all this will be a more satisfying, supportive and productive work environment for everyone! 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