10 Ways to Avoid Favouritism in the Workplace

There are two main types of favouritism in the workplace. When managers treat certain employees differently simply because they get along with them, it is known as arbitrary favouritism.

The other form is performance-based favouritism, which occurs when managers pay more attention to high-performing employees than to others. Both of these can be extremely dangerous in the workplace. It's human nature to prefer certain people over others, but is it appropriate to do so professionally?

No. So, how can we avoid workplace favouritism? Here are some suggestions for preventing workplace bias while recognising staff:

1. Keep an eye on the task assignments

The management must make an effort to divide assignments fairly. This is because employees are aware of when they are given specific tasks and when they are not.

As a result, employers must keep track of who they appointed to lead the team weekly or as needed. All of these minor actions on behalf of employers will promote fairness.

2. Setting a good example

Employees look up to their leaders or superiors at all times. As a result, the management must lead by example in order to motivate staff to perform successfully and efficiently.

Sharing their achievements will inspire employees to aspire to be like them, ensuring that all workers are treated equally.

3. Keep the "inner circle" mentality at bay

One of the biggest reasons employees believe their managers favour certain persons at work is an inner circle mentality. As a result, they are always looking into office favouritism.

Therefore, the manager should constantly monitor their behaviour toward the employees to ensure that their acts are not interpreted as favouritism in the workplace.

4. Being consistent and frequent with recognition

When only a few individuals are praised repeatedly throughout the year, it becomes clear that they are the centre of attention. These are the moments that other employees pay particular attention to. Even a grain of praise and gratitude offered to all staff is now considered rewarding.

Employers must guarantee that they do not acknowledge only a few individuals on the team but rather the entire group. As a result, each member will be motivated to give their all. One of the most effective ways to deal with favouritism at work is to recognise each employee's contributions consistently.

5. Gratitude for "doing the job"

Some roles may not demand the employee to go above and beyond to accomplish the task. Their job could simply be to carry out a routine task, and their worth increases when they do it efficiently and diligently. The manager should take a step back and appreciate and credit such people.

For example, an employee's role is to keep track of the client's information. Although the task does not involve a high level of skill, it does require consistency and perseverance. When such labour is recognised, it gives the employees a boost.

6. Recognising action

Acknowledging just the individual does not add as much worth as recognising both the action and the individual who performed it.

The appreciation of the action makes it more difficult for other employees to argue why the credit was granted in the first place while also teaching others about why the employee, in particular, was valued.

7. Establish a reward system 

To prevent favouritism at work, the employer must examine a few criteria while establishing a reward system. Attendance, work accuracy and efficiency are the three most essential criteria.

8. Work accuracy 

The employer must reward the employees' work accuracy on the same scale in a reward system. It will remove all other employees' concerns about favouritism.

9. Work attendance 

The employer must guarantee that all staff report to their manager or supervisor every day to prevent hand-me-downs.

10. Efficiency 

Employers can reward the efficiency of the employees according to how much improvement they make towards the objectives. Hence, it is crucial to recognise every worker's progress in their assigned tasks so they are inspired to work better.

One of a manager's primary responsibilities is eliminating favouritism in the workplace. Managers who surround themselves with people they enjoy working with will only hinder their own progress.

Having the confidence to deal with and manage people with various personalities while maintaining a positive employer-employee connection is an ideal aim for any professional of that calibre.

Source: Springworks