We have all, at some point, entered a new workplace and felt something invisible moving beneath the surface. There is the official structure, the list of names and titles, and then there are the currents—those forces that are not written down anywhere, but shape everything. These are often the result of hidden alliances.
What are hidden alliances in the workplace?
Hidden alliances refer to the unspoken, informal bonds between colleagues or groups that shape relationships, decisions, and outcomes at work. Sometimes, these alliances are born from past shared struggles, mutual trust developed outside formal meetings, or a history of silent agreements no one openly discusses.
We have seen these secret networks emerge in many forms. An experienced manager may quietly shield an underperforming direct report because of loyalty built in earlier projects. Teams may cover for one another in front of outsiders, even when their interests diverge behind closed doors. Two departments might act as silent partners, supporting each other’s initiatives to the exclusion of others. As people come and go, these patterns can persist, impacting the day-to-day dynamics more than official policies or charted lines of authority.
How hidden alliances show up in everyday work
The effects of hidden alliances do not always reveal themselves in dramatic moments. Instead, they seep into the everyday. We may sense them in:
- Meetings where a few voices always support each other, no matter the topic
- Emails where certain feedback is consistently reinforced—or ignored—by the same individuals
- Projects where assignments and recognition repeatedly go to the same small group
- Silences and glances that pass between coworkers when sensitive topics arise
- Resistance to change that follows invisible lines, more than stated objections
These alliances aren't necessarily negative; they can offer vital support in a stressful environment or provide stability when official structures are in flux. But when they become exclusive, or when they protect harmful behaviors, hidden alliances can create “in” and “out” groups, lower trust, and block progress.
Why do hidden alliances form?
In our experience, these invisible bonds are very human responses. We all seek safety. When official processes feel unreliable, or when communication breaks down, people band together with those they trust or feel indebted to. Other common patterns that foster alliances include:
- Shared history—going through organizational changes, mergers, layoffs, or crisis together
- Unresolved conflicts—when problems aren’t addressed directly, people seek side agreements or loyalties
- Leadership changes—new managers or teams cause older groups to cling to familiar ties
- Systemic stress—uncertainty or fear can make informal support networks stronger
Sometimes, alliances are a response to unfairness, used to restore balance or to buffer against unpredictable leaders. At other times, they have roots in emotional loyalties that long outlast the original reason for their existence.
The impact of hidden alliances on your role
Hidden alliances can change how work feels and flows for everyone. We have seen the same patterns repeat themselves in different organizations and positions:
- You might feel left out of key conversations, despite strong individual performance
- Recognition or advancement might pass you by, not due to skill gaps but because decisions are made within certain networks
- Your feedback might fall on deaf ears if it challenges or threatens an unspoken bond
- Initiatives can falter when invisible coalitions hold onto the status quo
- Groupthink can grow, making innovation rare and honest disagreement risky
If you are a leader or aspire to be one, hidden alliances define more than your own path; they influence team culture, performance, fairness, and even mental health. The frustration of being overlooked or not understood often relates more to these systemic forces than to our formal job description.
Recognizing hidden alliances without blame
We believe naming what is hidden is the first step toward healthy change. This does not mean outing secret friendships or turning team dynamics into a witch hunt. Instead, we can:
- Notice recurring patterns—who gets heard, who is trusted, who is always in the loop?
- Reflect on moments where logic alone doesn’t explain decisions
- Pay attention to group body language, inside jokes, or consistent support between certain colleagues
By tuning into these signals with curiosity, not judgment, we move closer to real understanding. If we can see these patterns, we can also broaden our sense of team and belonging.
Fostering healthy transparency and connection
We have learned that transparency and curiosity break the cycle of exclusive alliances. When we actively create transparent channels for communication and recognition, bonds can become inclusive—and open networks replace old, hidden ones.
- Invite voices from outside your own circle to share input on decisions
- Clarify the “why” behind decisions, so people do not speculate or rely on side agreements
- Make appreciation and recognition public and based on shared values, not just relationships
- Model openness about your own growth areas or uncertainties—this builds authenticity
Teams that recognize informal networks but do not let them define the rules create room for new ideas and more trust.
Working through the discomfort of change
The process is not always smooth. Making invisible alliances visible can feel uncomfortable, even risky. In our work, we have seen people initially resist or feel exposed.
Change happens when candor becomes safer than silence.
Offering empathy, a steady pace, and patience helps teams integrate new ways of working, without shame or blame. The process is less about removal and more about inclusion—expanding the circle until hidden networks become part of the open system.
For more on these themes related to group bonds, roles, and the power of transparent leadership, we recommend learning from ongoing work shared in the leadership articles, or diving into new perspectives at philosophy and meaning in organization life.
What can each of us do?
Building awareness is only useful if it leads to healthier choices. From what we have witnessed, the steps that help counter the negative sides of hidden alliances include:
- Seeking feedback from outside our closest circles
- Naming and honoring positive informal support, while guarding against exclusion
- Practicing direct, kind communication even in disagreement
- Supporting channels where recognition is transparent
- Reflecting on our own part in the system, not just pointing outward
For those interested in broader perspectives, ongoing reflections on systemic awareness and emotional patterns at work can deepen this understanding.
Examining how we contribute to networks—sometimes unconsciously—can lead to a more inclusive, respectful, and healthier work culture for all.
Conclusion
The forces that shape our workplaces are not always visible, but they are always at play. Hidden alliances often reflect deeper needs for belonging and safety, but they can limit opportunity, learning, and well-being if left unchecked. When we commit to recognizing and working through these patterns, we not only improve our own roles but open pathways for teams and organizations to grow in maturity and impact.
To learn more about self-awareness, dynamics of inclusion, and systemic transformation, recent articles by our team and deep dives into emotional health offer practical support for your journey.
Frequently asked questions
What are hidden alliances at work?
Hidden alliances at work are informal, often unspoken, bonds between individuals or groups that shape decisions, trust, and team dynamics outside official structures. They are built on shared history, loyalties, or quiet agreements and often impact who gets heard or supported.
How do hidden alliances affect my role?
Hidden alliances can impact your experience by influencing who is included in discussions, how recognition is given, and the flow of opportunities. If you are outside an alliance, it may feel like your skill or input is overlooked, regardless of merit.
How can I spot hidden alliances?
Look for recurring patterns: certain colleagues supporting each other, repeated exclusion from information, private conversations, and body language that signals agreement or secrecy. Silences or resistance to change can also point to strong informal networks.
Is it risky to ignore hidden alliances?
Yes, ignoring hidden alliances may lead to missed opportunities for positive change, continued misunderstandings, and a lack of trust among team members. Over time, these unseen forces can prevent growth and outside voices from contributing fully.
How to handle hidden alliances professionally?
Approach with curiosity rather than judgment. Encourage open communication, clarify decision processes, and create opportunities for new connections across groups. By modeling inclusivity and naming patterns with empathy, you build trust without confrontation.
