The Silo Effect: How Workplace Cliques Mirror Society’s Divisions
Ever wonder why workplace cliques and societal divisions feel so familiar? Human nature plays a huge role here. Psychologically, we are wired for tribalism—our ancestors survived by sticking with their “in-group” and distrusting outsiders. In the modern workplace (or society), this translates into:
Familiarity Instincts – We naturally gravitate toward people who think, act, and validate our perspectives.
Confirmation Instincts – We seek out information that reinforces what we already believe, ignoring the rest.
Fear of Conflict – Avoiding those with different views feels safer than engaging in tough conversations.
In the office, this looks like Marketing vs. Sales or Leadership vs. Employees. In society, it looks like Democrats vs. Republicans or Urban vs. Rural, groups of people talking past each other instead of finding common ground.
But here’s the good news: We’re also wired for connection. When we focus on shared values, curiosity, and collaboration, we can bridge these divides.
Why Do People Form Silos and Cliques?
Familiarity Instincts – We prefer to be around people who think like us, act like us, and validate our perspectives.
Confirmation Instincts – We seek out information that supports our existing views and dismiss what contradicts them.
Fear of Conflict – It feels safer to avoid those with different opinions rather than engage and find common ground.
Unfortunately, these behaviors lead to workplace silos and societal polarization.
The Fix? Unite Through Shared Values
The best way to bridge divisions—whether at work or in society—is to rally around shared values. When teams unite under a common purpose, differences fade into the background. Here’s why values are the ultimate glue:
They Provide a Common Language – Shared values give teams a framework for decision-making, reducing friction.
They Reinforce Belonging – People want to be part of something bigger than themselves.
They Encourage Mutual Respect – If we align on core principles, differences in execution become opportunities for learning, not division.
They Foster Trust – When values are clear, people trust each other’s intentions.
A Leader’s Story: Breaking Down Silos with Coaching
Let me provide a real-world example by telling you about one of my coaching clients. James had always prided himself on being a results-driven leader. He thought his team was working efficiently—Marketing, Sales, and Operations each had their own goals and processes and minimal interference from each other. It wasn’t until he noticed a dip in morale and growing frustration among employees that he realized something was wrong but couldn’t diagnose the problem.
That’s when he came to me for coaching.
“I don’t get it,” he admitted. “Each department is hitting its targets, but people are disengaged, and collaboration feels like pulling teeth.”
I nodded. “Have you considered that your team isn’t really a team? It sounds like they’re a collection of separate groups working in silos.”
James frowned. “But isn’t that just efficiency? Letting people focus on what they do best?”
I leaned in. “Not when it creates barriers. Let me ask you—do you think your leadership style unifies or divides?”
That question hit home. Over the next few sessions, we worked through several key reflections:
Do I create opportunities for cross-team collaboration, or do I reinforce separation?
Do I recognize and celebrate shared wins, or do I focus only on department-specific results?
Have I clearly communicated the company’s core values as a unifying force?
Am I fostering open conversations, or do I allow misunderstandings to fester?
James had some harsh realizations. He had unknowingly rewarded teams for working independently rather than collaboratively. His focus on efficiency had overshadowed the need for connection.
The Turning Point
With this awareness, James took action. He:
✔ Introduced cross-team projects that encouraged collaboration.
✔ Set up regular open forums for teams to share insights and challenges.
✔ Reinforced shared company values in every meeting.
✔ Modeled the transparency and unity he wanted to see.
The result? A workplace that felt more connected, engaged, and driven by a shared purpose.
Your Turn
If you’re a leader, ask yourself: Am I unintentionally creating silos? Take time to reflect, open conversations with your team, and use shared values as a bridge to unity.
How will you take action to unify your team today?
Human Nature and The Psychology of Unity versus Division
As mentioned earlier, the psychology of feeling unified versus divided is deeply rooted in human nature, cognitive instincts, and social identity. These feelings impact everything from workplace culture to society at large. Here’s a breakdown of what happens psychologically when people experience unity versus division:
The Psychology of Unity: Why It Feels So Good
When people feel unified—whether in a team, a community, or a movement—they experience a sense of belonging, trust, and purpose. This state is supported by several psychological mechanisms:
Social Identity Theory
Developed by psychologist Henri Tajfel, this theory explains how people derive part of their self-esteem from group membership. When we feel connected to a group with shared values, our self-worth increases and we feel safe and supported.
Unity reinforces a “we” mindset, where individual success and group success are intertwined.
The Neurochemistry of Connection
When we feel united, our brains release oxytocin, the “bonding hormone.” This chemical increases trust, empathy, and cooperation, making teamwork feel natural and enjoyable.
Oxytocin also reduces stress and anxiety, creating a more harmonious environment.
Shared Goals and Collective Effort
Unity fosters intrinsic motivation—people feel driven to contribute because they see a higher purpose.
Studies in organizational psychology show that teams with a clear, shared vision perform better and report higher job satisfaction.
Psychological Safety
Harvard professor Amy Edmondson coined the term psychological safety, which describes environments where individuals feel safe to express ideas, take risks, and make mistakes without fear of ridicule.
When people feel psychologically safe, they are more collaborative, innovative, and willing to engage in productive conflict.
The Psychology of Division: Why It Feels Threatening
When people feel divided—whether due to workplace silos, political polarization, or social conflict—their brains perceive threat and competition rather than cooperation. Several psychological factors contribute to this:
Tribalism & In-Group vs. Out-Group Bias
People naturally categorize others into “us” and “them.” This tribal instinct is a survival mechanism but can lead to prejudice and exclusion when unchecked.
The amygdala, a part of the brain responsible for processing fear and threats, becomes more active when we perceive others as outsiders.
The Stress Response: Fight, Flight, or Freeze
Feeling divided can trigger the sympathetic nervous system, leading to stress responses such as avoidance (flight), defensiveness (fight), or disengagement (freeze).
Chronic division leads to workplace toxicity, disengagement, and lower productivity.
Confirmation Bias & Echo Chambers
When divided, people seek out information that confirms their pre-existing beliefs (confirmation bias). This creates echo chambers, where differing viewpoints are dismissed rather than discussed.
This bias reinforces division by making people more entrenched in their perspectives, leading to further disconnection.
The Scarcity Mindset
Division often stems from a zero-sum mentality, where people believe that success or resources are limited and must be fought over.
A scarcity mindset fuels competition rather than cooperation, making collaboration feel like a threat rather than an opportunity.
Bridging the Divide: Shifting from Separation to Unity
If unity and division are psychological states, the good news is we can influence them. Here’s how:
✅ Cultivating a Shared Identity
Instead of emphasizing differences, highlight shared values, goals, and missions that bring people together.
Encourage “we” language over “us vs. them” rhetoric.
✅ Building Trust Through Transparency
Open communication fosters trust, while secrecy breeds division.
Leaders should model authenticity and inclusivity, showing they value all voices.
✅ Encouraging Collaboration Over Competition
Design opportunities for teams to work together on cross-functional projects rather than operate in silos.
Frame challenges as shared problems to solve together, rather than battles to win.
✅ Creating Psychological Safety
Encourage respectful dialogue where differing opinions can be shared without fear.
Reward collaboration, curiosity, and open-mindedness rather than individual power plays.
✅ Reducing Fear-Based Thinking
Recognize when division is being fueled by fear or misinformation.
Challenge assumptions and encourage perspective-taking exercises to build empathy.
Final Thought
Unity and division are not just abstract concepts—they shape the way we think, feel, and interact. While division often feels like an instinctive reaction, unity is something we can intentionally cultivate through trust, collaboration, and shared purpose. Whether in the workplace or society, we all have a role to play in choosing connection over separation.