Managers playing favorites has been happening in the workplace for decades. Here is what you need to know both as a manager and an employee to prevent this from happening and how to deal with favoritism at work.
- Favoritism : noun, fa·vor·it·ism – The unfair practice of treating some people better than others.
The act of intentionally choosing one person over another comes with it a host of considerations managers should be aware of – especially to avoid a backlash of support from their people and avoid the label of playing favorites or favoritism.
Favoritism can be fairly benign in some situations, but in others it can create a hostile environment where you risk fostering a culture of absenteeism and ultimately attrition. By not treating everyone fairly and focusing too much attention on certain employees, you leave yourself exposed to overlooking growth opportunities and key skill sets others on the team may possess.
In the office setting, this typically takes the form of a manager naturally gravitating towards someone on their team. It could be because that person performs the best, your personalities mesh well or the fact that the employee has worked their way into your good graces. Whatever the cause for favoritism may be, it can be frustrating for others on your team wondering why they weren’t picked, chosen or provided a certain opportunity. Your role as a manager of people is to remember that favoritism – although sometimes intentional, is always concerning to the others on the team.
Some of the most common culprits of favoritism include:
- Bonus, promotion & salary
- Turning a blind eye towards specific workplace conduct
- Poor or subpar work deliverables
- Hiring talent
When dealing with favoritism at work, it’s important to address these common issues head-on. Managers who play favorites create a “lose-lose” environment where not only the morale of your employees diminishes but you disrupt the overall team dynamics, productivity and ultimately the broader organizations culture. So what can you do?
How to Deal with Favoritism at Work For Managers:
Be mindful of your actions (both verbal and otherwise) and ensure that people on your team don’t portray you as playing favorites. Understanding how to deal with favoritism at work is crucial for maintaining a healthy work environment. Here are a few tips:
- Watch your belief around people you brought in and hired versus
people inherited. - Avoid looking for the all to easy commonalities such as – they remind you of yourself in some fashion; you share the same gender, ethnicity, politics, religion, age, hometown, taste in music etc….
- You have an over achiever on your team who is always at the ready and it’s easy for you to delegate to that individual.
- Be mindful of who you give assignments to.
- Make sure you include all people and parties in any type of celebration or acknowledgement of a job well done.
How to Deal with Favoritism at Work For Employees:
Before you go rounding up the posse, first find out if the “perceived” favoritism is justified. Meaning, if someone is getting a promotion or extra projects – find out why and engage with your manager. Knowing how to deal with favoritism at work requires understanding the reasons behind certain management decisions. Here are a few tips:
If you determine that you jumped the mark, take the opportunity to be front and center with your manager. First, discuss your career path and options on how you can develop your job readiness. For example, maybe you need more education, more experience amongst other teams, or more managerial exposure?
Next, provide some highlights and a real-time update both on your current work stream, but also be bold in setting up recurring weekly one-to-ones if you don’t have them already scheduled. After all, don’t assume they know. Furthermore,by taking initiative and scheduling regular meetings, you demonstrate your commitment to your professional development and your eagerness to align with your manager’s expectations.
Ultimately, open and honest communication with your manager is crucial to ensure you’re on the right track and to identify any areas where you can improve or gain further experience. Learning how to deal with favoritism at work is an ongoing process that involves continual feedback and communication.
The Role of a Leadership Development Coach
A leadership development coach can play a crucial role in helping individuals and teams navigate the challenges of favoritism in the workplace. These coaches specialize in fostering leadership skills, enhancing communication, and promoting a culture of fairness and inclusivity. By working with a leadership development coach, both managers and employees can gain valuable insights and tools to address favoritism effectively. For managers, a coach can help them identify and overcome unconscious biases, develop strategies for fair delegation and feedback, and create a more inclusive team environment. For employees, a coach can provide guidance on how to communicate concerns about favoritism constructively, advocate for their own needs, and build strong working relationships with their managers and colleagues. Ultimately, a leadership development coach can empower individuals to become more effective leaders and contribute to a more positive and productive workplace.
Final thoughts:
As an employee, be proactive and pay attention to your managers needs. Sometimes they may need some support that they can’t see or readily identify. Take the opportunity to offer your assistance as this may be a great learning opportunity.
As a manager, remember that it’s not only okay to recognize your hi-performers for a job well done but necessary to retain top talent and create a high performing team. Just make sure to be able to explain or justify your actions should one of your employee’s engage you with a question regarding your choice and their perceived fairness.
There’s a fine line between favoritism and fairness and part of your job (as a manager or employee) is to know where it is, and how to navigate it. Understanding how to deal with favoritism at work will help you maintain this balance effectively.
The floor is your: Have you ever experienced favoritism and if so, what was your experience?
Please leave your comment below as your insights are greatly appreciated and a learning opportunity for everyone reading this article. #OutsideWork
With leadership,
Joshua
www.JoshHMiller
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