How Favouritism Ruins Work Environment

     Have you ever found yourself amid favouritism? Or have you worked with a colleague that always gets special treatment? It is common to find favouritism in the workplace, and sometimes it is overlooked as something trivial, as said in an article published by Forbes. 

     According to The Balance Career’s article, favouritism happens when a person of a higher position shows favourable treatment towards one of employees that are not based on their job performance or merits. Sometimes managers or other higher positions’ preferences are completely based on unprofessional factors.

   Favouritism affects the superior’s consideration to give promotion, projects assignment, or even excuse minor misconduct. While sometimes favouritism seems insignificant, the damage could be bad for other employees and the work environment. Favouritism drives managers or other higher-standing positions to treat people unequally. This act may split employees into groups that hate each other and trouble teamwork. 

     Other employees might feel discouraged because their hard work is not acknowledged, and it is the beginning of demotivation. Demotivated employees can lead to less productivity and high turnover rates because they don’t feel appreciated enough. Other than that, employees might feel resentment towards a particular person because of the special treatments. Employees may also lose respect for their managers or other leaders.

     Everyone will find their work environment becomes unhealthy and uncomfortable if favouritism keeps going. In the worst case, the employer might lose top talents that went unnoticed because they are not the manager’s favourite. Moreover, favouritism may become discrimination and could go against the law if the reasons beneath favourable treatments are based on characteristics or identity, such as race, gender, age, religion, etc. 

     Managers or higher-standing positions should not favour any employees and treat them equally instead. Human Resources Department also should talk to them if there is evidence of favouritism.

     As favouritism is considered as unprofessional; HR should also inform both managers and employees about the danger of favouritism. This act can help the company to avoid favouritism.

     Managers should be able to treat all employees fairly and equally by measuring employee’s performance regularly. This action can also help managers determine who has the best performers at work. Also, projects should be given evenly to the employee to make sure each employee is not overlooked.

     Even though it is sometimes our nature to like someone than others, especially those who have compatible personalities, having a subjective appraisal towards one employee could affect the work environment. Every employee should be given equal chances to improve, take on a different challenge, and get recognised for their abilities and skills.