Are You Giving Your Favorite Employee Too Much Power? Worker Favoritism

You respect his or her advice, enjoy talking with him or her about workplace challenges, and often use the favored employee to assist you with a number of projects.  However, he or she is not a favorite among other leaders or workers and is not experienced enough to do certain things.  Besides, once superiors find out there is evidence of worker favoritism you or someone else just might be out of a job.  

There may have already been some employees who have warned you about favoring this person, but you don’t see what you could be doing that might be creating some tension at the office.  A moment of self-reflection and a few changes could bring your employees’ concerns to a halt.

One.  Have you put the so-called favorite employee in charge of something that he or she is not equipped or experienced enough to handle?

You may have failed to inform others what your plans are in detail.  Therefore, they wonder what might be going on that you would put someone inexperienced in charge.

Two.  Have you ever asked the favored employee to spy, lie, or do other things that caused your least favored team members discomfort?

If so, there just might be a bit of cocky confidence exuding from that favorite employee which is leaving people feeling sore.  Don't be surprised when the people rise up and want to throw your favorite over the boat or out the door.

Three.  Have you found projects for this person to do that has over-step boundaries in other departments?

Making this person feel like he or she is more superior than others was your first mistake and now he or she feels like one is the head of everyone and everything.  In time, the individual will be dictating you too!

Four.  Have you let this person come in late, leave early or take days off whenever he or she wanted?

Well that's just not fair.  No matter the reason, workers are watching and they ain't happy.  What are you going to do about this blatant favoritism?  Many leaders lost great team members over little things like that.  Favoritism creates division if you haven't noticed by now.

Five.  Do you find it difficult to explain your favorable actions toward the worker to other employees?

Business and pleasure just don't mix.  Employees figure out there is more going on than meets the eye why else are you doing so much for a single individual and so little for a group, huh?

The more you give to a person, like a spoiled child, the more they will want.  Are you prepared for the backlash when you no longer favor this worker?  Something to think about.

Nicholl McGuire 

How to Avoid Worker Favoritism

It comes without notice that warm feeling inside when you see someone familiar.  You enjoy conversations with your worker or co-worker, you love the fact that you have so much in common, but there is just one thing wrong, everyone else in the office knows you like your "favorite" worker too!



Leaders in organizations and companies must conduct themselves professional at all times.  There must not be any inkling that you find someone attractive/sexy/handsome/smarter--far better than the rest--if you hope to build a successful organization. 



Workers pay attention to their surroundings and even if they don't act envious, behave in unprofessional ways, or appear nonchalant about worker favoritism, doesn't mean they are not thinking--wondering what might come of the business or worse one's position.



A leader can avoid misrepresenting one's self as "playing favorites" if he or she keeps in mind the following:



1.  Workers are not and should not be buddies, best of friends etc.  There is a fine line between being friends and having an employee relationship.  What happens when one is hurt over a criticism, chooses to promote someone who isn't a friend, or dismisses a best buddy from a project/office/job etc.?



2.  Limit closed door meetings.  How many times does your office door close when you meet with certain individuals to discuss personal plans/goals/thoughts?  It is safe to assume that you just might have a favorite or two and it is also safe to assume that it is only a matter of time that good times won't last for long inside or outside your office door.



3.  Think before you plan celebratory events.  Will all employees get the same treatment or only those you like or have a personal connection?  For instance, is the favored employee's baby shower more important than everyone else in the department who is having a baby?  If you can't afford it, don't plan it!



4.  Watch how you react to not-so favorite employee issues. Are you ears often open to a certain employee with concerns, but closed when it comes to others?



5.  Doing way more than you should for a few? Are you doing things like: giving favorite workers rides home, buying expensive gifts, allowing them to take days off anytime they want while inconveniencing other staff, ignoring bad habits and mistakes, and doing other things that cause problems with operations and employee relationships?



These thoughts and more are worth considering.  Be sure you are not playing favorites between employees because of the following:  age, familiarity, appearance i.e.) body weight, skin tone, hue of eyes or texture of hair, personal opinion, family ties, fraternal associations, voice accent, his or her personal connections, or others' influence. 



If you must share personal details of your life, meet away from the office.  If you or someone you know has a personal agenda to hire, fire, promote, or demote select individuals, avoid doing things like: share this sort of information with favorites (who might not want to be favorites), lie or cover up the truth about those who you don't like, or rely on others (typically favorites) to do your dirty work.



Nicholl McGuire, author of Know Your Enemy: The Christian's Critic













How to Avoid Worker Favoritism