Favouritism is just what it is sounding: that is,favouring someone not because of the great job he/she is doing, but for reasons which are outside of the job they are performing. For example, an employee is being offered a promotion over somebody (who has been in the company longer and has more experience) just because he/she is favoured by the boss.
Favouritism generally occurs when a manager and an employee have built a friendship past the workplace. Either they have previously worked together or had a shared history, or maybe that they might have bonded over common interests, like sports or gym or music.
Favouritism pertaining in an organisation may lead to negative results like:
- Lower morale – When employees start seeing that there is favouritism is being to creep in the way they are being treated by the management, they sense unfairness. It raises the question in their mind that “Why didn’t I get that high graded project/promotion/corner office?” This will bring down the company morale, as favouritism is understood that no matter what you do, your efforts won’t be rewarded even if you are not one of the favoured few.
- Resentment -What then follows is anger and antipathy towards the manager who is unethically favouring the employee who may not be the most deserving one the organisation, as well as towards the employee who is being favoured and starts taking advantage of that.
- Desertion – When anger reaches a particular point, your organisation may be at the edge of losing some excellent employees who might don’t want to stick around to a place where they’re not appreciated for their work.
Now that you know that favouritism can be damaging to both your employees and your company, your next move should be recognising and then dealing with it. Here’s how you can do it:
- Fostering professionalism – At its very core following favouritism is an unprofessional behaviour. The first step to avoid it is by fostering and promoting professionalism in your company. As said that ‘the best offence is self-defence’. Start defending your company from possible favouritism by creating a professional environment which should actively discourage any kind of unfair treatment towards employees.
- Offering training – Providing education and timely information to managers/employees is another way to avoid favouritism at your workplace. Offer them a training session on what is favouritism, why it is harmful and what employees must do if they see it in the office.
- Get to the bottom – If you discovered that favouritism is creeping in your company, the most important thing is that you make sure that it stops. It can be sometimes a very delicate situation, to be sure, but the damage it holds is much greater which can’t be ignored. If someone comes forward with a grievance of favouritism, DO NOT IGNORE IT.Gather all the facts& figures and then get to the bottom of it.
Blog by- Hemangini Mahajan
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