Having a “work bestie” has become something of a workplace trend—and for good reason. A trusted colleague can make stressful days manageable, boost morale, and even improve collaboration. But where does a healthy friendship end and exclusionary behavior begin?
Enter the problem of workplace cliques.
While genuine bonds between employees are natural and even beneficial, tight-knit groups can sometimes spiral into insular circles that alienate others, breed favoritism, and harm workplace culture. When laughter in the breakroom turns into gossip, or when group chats become echo chambers that exclude certain team members, it’s no longer about friendship—it’s about division.
And this is where HR’s role becomes tricky.
You can’t—and shouldn’t—police every friendship. But HR can create a culture where openness is prioritized over exclusivity. Where collaboration is the norm, and where every employee feels seen, heard, and included—regardless of their lunch table.
Here’s how HR can balance work besties with healthy boundaries:
Set the tone with inclusive onboarding. Pair new hires with buddies from different departments to avoid early cliques.
Train managers to spot exclusion. Early signs of favoritism, gossip, or informal power centers should be addressed.
Encourage team mixing. Use project teams, breakout groups, and social events to foster cross-team interactions.
Create safe spaces for feedback. Let employees anonymously flag when they feel left out or dismissed.
Friendship isn’t the enemy—exclusion is. When HR promotes a culture of connection rather than clique formation, the workplace transforms into a more collaborative, empathetic, and high-performing environment.
After all, everyone deserves to feel like they belong—not just those in the inner circle.
Having a “work bestie” has become something of a workplace trend—and for good reason. A trusted colleague can make stressful days manageable, boost morale, and even improve collaboration. But where does a healthy friendship end and exclusionary behavior begin?
Enter the problem of workplace cliques.
While genuine bonds between employees are natural and even beneficial, tight-knit groups can sometimes spiral into insular circles that alienate others, breed favoritism, and harm workplace culture. When laughter in the breakroom turns into gossip, or when group chats become echo chambers that exclude certain team members, it’s no longer about friendship—it’s about division.
And this is where HR’s role becomes tricky.
You can’t—and shouldn’t—police every friendship. But HR can create a culture where openness is prioritized over exclusivity. Where collaboration is the norm, and where every employee feels seen, heard, and included—regardless of their lunch table.
Here’s how HR can balance work besties with healthy boundaries:
Set the tone with inclusive onboarding. Pair new hires with buddies from different departments to avoid early cliques.
Train managers to spot exclusion. Early signs of favoritism, gossip, or informal power centers should be addressed.
Encourage team mixing. Use project teams, breakout groups, and social events to foster cross-team interactions.
Create safe spaces for feedback. Let employees anonymously flag when they feel left out or dismissed.
Friendship isn’t the enemy—exclusion is. When HR promotes a culture of connection rather than clique formation, the workplace transforms into a more collaborative, empathetic, and high-performing environment.
After all, everyone deserves to feel like they belong—not just those in the inner circle.
