Avoiding Favoritism: A Manager’s Guide to Fairness in the Workplace

Society sometimes has a misconception that a perfect manager must treat every employee exactly the same - an impossible task for any human being. As a manager, it is inevitable to have favorite employees due to individual traits or interactions, but it is crucial to ensure that this does not lead to favoritism and unfair treatment.

The Nature of Favoritism and Its Challenges

Understanding Favoritism: Favoritism occurs when a manager gives preferential treatment or benefits to certain employees over others, often based on personal relationships or perceived characteristics. While it is perfectly natural to have a connection with certain employees, the challenge lies in maintaining fairness and equality in the workplace.

Navigating Preference and Fairness

The Challenge of Human Interaction: As humans, we all have personal biases that influence our relationships with others. It’s impossible to remain completely impartial in every interaction, especially as a manager. However, it’s crucial to stay vigilant and ensure that such biases do not lead to unfair treatment of employees.

Promoting a Culture of Fairness

As a manager, you need to recognize that you cannot prevent having favorites, but you can control how you act towards them. Here’s a step-by-step approach to maintaining fairness:

1. Self-Awareness

Acknowledge that you might have certain favored employees from time to time. Recognize your strengths and weaknesses as a manager. Understanding your biases can help you make informed decisions.

2. Monitor Your Actions

Be mindful of your interactions with employees. Observe whether certain individuals are receiving more praise, attention, or special treatment. If you notice any deviations from your usual practice, address them promptly.

3. Address Employee Concerns

Have open and honest conversations with employees who may feel they are not being treated fairly. Encourage them to voice their concerns and address their feelings openly to ensure everyone’s voice is heard.

4. Promote Fairness through Favorable Actions

Ensure that all employees have the same opportunities for growth, recognition, and rewards. Promote based on merit and performance rather than personal connections. This can help maintain a culture of equality and fairness.

Real-Life Example: The Promoting Manager's Dilemma

K’s Story: I hired K for my team, and within a short time, she proved to be an exceptional asset. Her skills, analytical thinking, and communication abilities greatly enhanced our team’s performance. Despite my admiration for K, I knew it was essential to promote fairness.

Recognizing the need for fairness, I promoted K out of my department. This ensured that K was given equal opportunities and did not feel her success was solely due to personal favoritism. Over time, K and I became friends, but this did not affect our professional conduct or treatment towards each other.

Conclusion

While it is natural to have favorite employees, it is essential to maintain a sense of fairness and equality in the workplace. A manager must be aware of potential biases, monitor their actions, and ensure that all employees receive equal recognition and opportunities for growth. By doing so, a manager can build a truly fair and productive work environment.