Motivation and success in work life are not only related to your personal skills. The negative effects in the work environment cause you to be demotivated significantly. Favoritism is a phenomenon that causes deterioration of harmony in the workplace. Besides, favoritism in the workplace is more widespread than most people imagine, but is a silent productivity killer that can destroy team morale and trust.
Definition of Favoritism in the Workplace
Favouritism in the workplace is when certain employees are given favourable treatment for subjective reasons rather than on the basis of their merits, performance or qualifications. This bias can be based on personal relationships, shared interests or simply a manager’s preference for one individual over another.
Favouritism should be distinguished from appreciation of hard work; true appreciation is earned through merit, while favouritism is rooted in unfair advantage and prejudice.
For example, a leader may consistently assign exciting projects to a particular employee, leaving others feeling undervalued or ignored. Over time, favouritism erodes the foundation of equity and creates an environment where resentment and disengagement thrive among employees. Also the attitude of a leader can be considered also the most well known bad leadership trait.
What Are the Signs of Favoritism at Work?
Favouritism at work can be seen in many different ways. Even at a very mild level, favouritism can be noticed by almost all employees. The most common signs of favouritism in the workplace can be listed as follows;
Unequal Opportunities
Some employees are repeatedly given special assignments, training programs, or promotions, while others with equal or greater qualifications are overlooked by team managers.
Excessive Praise for One Individual
When one employee constantly receives recognition, even for tasks that others are doing equally well or better it is a red flag for favoritism in the workplace.
Consistent Leniency
Managers may let certain employees bend the rules, miss deadlines, or avoid accountability while holding others to higher standards.
Social Closeness
A manager or team leader may spend more personal time with one employee, such as sharing lunch, engaging in inside jokes, or socializing after work, leading to perceptions of bias.
Neglect of Others
Team members who do not fall into the “favorite” category may find it hard to get approval for ideas, feedback, or growth opportunities. This can manifest as dismissive attitudes or lack of recognition for their contributions in the workplace.
Why Favoritism Is Harmful for the Work Environment?
Favoritism has the danger of significantly undermining peace and harmony in the workplace. In the short and long term, favoritism can cause significant damage to a business environment. It can also lead to a bad reputation for your brand identity.
Low Morale Among Employees
When employees believe that their efforts go undervalued because they are not the “favorite,” they get resentful and demotivated. Employees who perceive prejudice frequently feel underappreciated, leading to disengagement.
Increased Conflict Among Employees
Favoritism creates divisions within teams, causing friction between employees. Favorited employees may be resented by their peers, whether they have actively sought preferential treatment or not. In the long term, an organization can lose some of your talents.
Decreased Productivity in Workplace
Employees who feel undervalued are less inclined to put out their best efforts. It also has a long-term impact on workplace efficiency because team members lose trust in fair appraisal and recognition.
Damaged Organization Reputation
Word spreads quickly, and a workplace known for a bias threatens its reputation. This renders it more difficult to attract top talent, since potential employees may perceive the work environment to be toxic or unjust.
How to Prevent Favoritism at Work
Preventing favoritism requires conscious effort and commitment to fairness, transparency, and inclusivity. In particular, regular monitoring, periodic measurement of employee engagement and the opportunity for free expression of opinion would be helpful in preventing favoritism in the workplace.
Setting of Clear Employee Policies
Establishing workplace policies that emphasize equality, merit-based rewards, and anti-bias practices can be helpful in preventing favoritism. A strong code of conduct will provide a clear framework for managers to follow when making decisions for employees.
Regular Managerial Training
Managers often engage in favoritism unintentionally due to unconscious biases. Training on diversity, equity, and inclusion can help them recognize and address their biases while promoting fair practices.
Focusing on Merit-Based Rewards
Creating systems that link promotions, raises and bonuses to measurable performance measures will increase employee engagement. Providing transparent evaluation criteria can reduce feelings of favouritism and help employees feel valued.
Encouraging of Open Communication Environment
Employees should feel comfortable voicing their concerns about perceived favoritism without fear of retaliation. Regular one-on-one meetings, anonymous surveys, or HR feedback systems can facilitate this problem.