Navigating Workplace Favouritism

From the Lens of a Team Leader

In the complex landscape of workplace dynamics, do you as as a leader play favourites at work?

The reality is that everyone has their own preferences, even if they might not always admit it. Let’s explore the concept of favouritism in the workplace and examine the subtle distinctions between personal preferences and biased behavior.

It is common for a leader to find compatibility with some people over others in the workplace. Personal and professional compatibility can naturally vary based on individual personalities, work styles, and values. These differences can influence how easily team members collaborate and communicate with each other and with their leaders. While it is normal to connect more readily with certain staff member, it is important for leaders to foster an inclusive environment where all interactions are respectful and equitable, ensuring that personal preferences do not lead to favouritism or undermine teamwork. As leaders, we need to make an effort to be aware of the nuanced line that distinguishes personal preferences from unfair bias.

Here's the sobering truth.....

People are observant.

Whether it is the coffee breaks you take with certain team members or the subtle signals of whom you favour, your actions are noticed. Even in today’s digital world, where virtual interactions are prevalent, the dynamics are unchanged. People can perceive where you focus your time and attention, which can sometimes lead to perceptions of favouritism. Things get even more complicated when we throw in cultural and background differences (or similarities, where it gets thornier!). Just as others observe your interactions as a leader, you must carefully observe your own actions and how it affects your staff members, especially if you are in a new setting.

As a leader, managing workplace favouritism requires demonstrating fairness and transparency in every decision and interaction.

• Establish and consistently enforce clear, objective criteria for performance evaluations, promotions, and project assignments.

  
  

• Foster an inclusive environment by encouraging open communication, allowing team members to voice concerns about potential biases.

  
  

• Implement training on unconscious bias and maintain a culture of accountability by regularly reviewing practices to ensure they uphold fairness.

Through modeling of unbiased behavior, addressing concerns promptly, and ensuring transparent processes, you can build trust and promote a more equitable workplace.

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From the Lens of a Team Member

In a team setting, workplace favouritism can be demoralising for some team members, as it fosters a sense of unfairness and undermines their contributions. When favouritism is apparent, employees might feel that their hard work is overlooked in favour of those receiving unearned benefits, which can lead to frustration and reduced motivation.

This perceived lack of fairness can erode trust in management and decrease job satisfaction, contributing to a toxic work environment. This can negatively affect an employee's well-being and performance, making it difficult to remain engaged and motivated.

As an employee coping with workplace favouritism, there are several strategies you can use to manage the situation effectively:

Focus on Your Performance

Concentrate on doing your job well and consistently meeting or exceeding expectations. Let your performance speak for itself and demonstrate your value to the team.

Seek Feedback

Regularly ask for feedback on your work and areas for improvement. This not only helps you grow professionally but also shows your commitment to your role. Communicate openly to your team leaders or, find a mentor whom you can learn from.

Build Relationships

Develop positive relationships with all team members and seek to collaborate with others. Building a broad network within the workplace can enhance your visibility and support.

Stay Professional

Maintain a positive attitude and professional demeanor, even if you feel that you are disfavoured. Avoid gossip or negative behavior, which will not be good for you.

Remember to keep an open mind and to stay positive. You can better navigate the challenges of favouritism and continue to advance your career positively and professionally.

Ask yourself these questions:

• Am I doing good work? Am I living a purposeful life? Am I growing as a team member?

  
  

• What is it that I am looking for? Am I here to do good work or to collect compliments from my team leader?

  
  

• How does this job provide me with the fulfilment that I need?

Running after compliments or being the team captain's favourite may provide you with some sense of pride or boost your ego a little, but it will not fuel a person for the long run.

Therefore, it is more meaningful to divert your efforts into achieving a more holistic job fulfilment that; encompasses various factors, including alignment between personal values and job responsibilities, achieving personal and professional growth. Seek and find meaningful and enjoyable aspects of the role in the workplace.

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Managing workplace favouritism is essential to ensure fairness and maintain a positive work environment. Doing this ensures that organisations promote equitable treatment, foster trust in management, and enhance overall team morale. Effective management of favouritism helps create a more inclusive and motivated workforce, supports fair decision-making processes, and improves overall organizational performance.

"Managing workplace favouritism - it is a balancing act that demands introspection, open communication, and a dedicated effort to create an inclusive environment".