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

Prideful Leadership Won't Make Employees Do Any Better

Mr. Leader feels the need to remind his people who is in charge, to boast about what he can do for his employees, "If only they would..." He lists his past accomplishments and degrees as if they will help build his credibility with the team.  Mr. Leader dresses well, walks with a strut, talks firmly, and doesn't hide who he favors and who he doesn't.  He dangles the power of his pen like a carrot in front of a rabbit while hoping that his employees will march to the beat of his drum.

The observant ones, those that have been around for a long time--longer than Mr. Leader has held his position, don't budge.  They have seen his type before.  An immature leader with a chip on his shoulder.  He demands respect he has yet to earn.  The veteran employees sit in his meetings and listen most of the time.  They say few words.  Mr. Leader is frustrated with them for he knows that they are wise, but they give up no ideas, no trade secrets, and aren't interested in doing any more than what is asked.

Mr. Leader has failed to win friends.  Secretly, he doesn't like people much, he simply tolerates them.  They have been nothing more than bridges that have helped him accomplish dreams over the years.

If there is any lesson to learn from Mr. Leader's mistakes is his power presence, power status, and power whatever else he uses to make his employees act in the way that he wants, are the very things that will cause his demise sooner or later.  The most powerful individuals are those who look and act like one of the employees while humbly using their power to get things done--power isn't for show.  One should never use a position of power like a weapon, put it away, it isn't the tool you pull out to attack an enemy.  What else do you have in your arsenal?  When the time is right to use power, you will know when Mr. Challenge presents itself.

Mr. Leader and Mr. Challenge rarely get along, because they are both arrogant.  Mr. Challenge likes to question, rock the boat, change things, and make some feel uncomfortable usually for attention sake.  Maybe Mr. Challenge has too much time on his hands or maybe not, but whatever the case, he has watched Mr. Leader exercise his power in offensive ways with other employees.  Mr. Challenge enjoys ruffling his leader's feathers a bit usually in front of others.  He knows how far to go and isn't the least bit concerned about things like: write ups, termination, cut bonuses, etc. because he is well-connected--he knows people that Mr. Leader doesn't know well. 

Mr. Leader might have tried ridding himself of his trouble, but to no avail, the Challenge remains.  When a leader has used his power in ways that others don't agree, it can be difficult to rally up support to do away with those who might need to be fired.  

Dangling one's power will not change things, it won't make employees work better, and it definitely won't make challenges go away, rather prideful individuals will only cause more headaches.  One must do away with pride/ego and focus on the tasks at hand.  When employees know that leadership sincerely cares about them, they can and they will do better.

Nicholl McGuire

   

Amy Cuddy: Power Poses

Make Temporary Employees and Interns Your Allies

Far too often workers worry about the new temporary or intern taking his or her job, just stop it!  Many temporary workers and interns are just trying out jobs like trying on a new pair of shoes.  You like them initially and they go quite well with your outfit, but once worn for awhile you don't necessarily like them anymore, so until you get another new pair of costly shoes, you just tolerate them.

Temporary employees can be friends not foes when you take the time to get to know them and listen to their personal experiences when it comes to the workplace.  They can tell you things you didn't know about the environment--especially when you are away.  They are great at helping you get things done that you might have been putting off for some time now.  They can offer their expertise in a variety of areas while taking the time to help you get rid of problem employees.

Here are a few tips when working with temporary employees and interns:

1.  Be sure you have a work area that is presentable and comfortable for them before they arrive.

2.  Make certain the phone, computer and any other tools the temp or intern will be using work properly.

3.  Find someone who can take the time to assist them in your absence.

4.  Be respectful and patient with your temporary staff-- you need them even if you think you don't!

5.  Be open to hearing about any issues that might come up without judgment, criticism, blame, or taking offense.

6.  Be truthful in all situations and don't ask or make suggestions that your temporary employee or intern lie, be quiet, ignore, or cover up the truth for you.

Nicholl McGuire is the Author of Know Your Enemy: The Christian's Critic 

7 Signs You Have Bad Leadership

From issues with a work schedule to personality clashes, are workplace issues really about the staff or are they directly connected to the leaders that are supposedly there to manage their employees and serve the public?

For far too long leaders in many different organizations have fought, manipulated, lied, and have done other things to push employees out while they sit comfortably in beautiful offices for decades.  No one seems to notice how or why some people remain in positions of authority except for those who are on the outside looking in.  Too often the so-called troubled employee is terminated and no one bothers to listen to what really happened leading up to the fall-out.  Some leaders carefully orchestrate plans to cover up their mistakes on the backs of those who choose not to go along just to get along. 

If you are one for questioning who really is at fault when it comes to a bad system of doing things at the workplace, consider carefully observing the leadership around you who just might be quite good at communicating and dressing well, but bad when it comes to managing quality relationships with others.

7 Signs You Have Bad Leadership

1.  When requests are made to get things done they are often ignored, excuses are made, blame games are played, and you are left feeling like you never want to bring up anything to management again.

2.  Leaders do not bother to show up for work on time and will put off attending pertinent events.

3.  You are given carefully scripted speeches to share with inquisitive staff in an effort to cover up ongoing issues like: "...we are working on that...I know you feel frustrated but...improvements are being made..."  Meanwhile, you know that some changes won't ever be made until certain leaders are gone for good.

4.  Work plans, schedules, meetings, events, and other related things are poorly organized, directions are not clearly given, plans are not followed through, and your leadership tends to make up things as challenges come up.

5.  You often react defensively as if you have to fight for everything you need while wishing for the things you want.

6.  When you see your leadership, your stomach churns, you take deep breaths, and fight hard not to be negative in his or her presence.

7.  Others have shared their complaints with you and all you can say are canned statements like:  "It is what it is...I really wish I could do something but...It's not my business...Well you know how my boss can be...hang in there..."

With so many people losing their jobs through downsizing, lay-offs, and firings, it is understandable why employees will sit back and be quiet about challenges.  However, when you know that there are leaders who are constantly getting away with unprofessional behaviors, acting nonchalantly about issues, and doing other things that are affecting job performance, SPEAK UP!  No matter what superiors caution, threaten, or do behind your back or in front of others, you have a right to take a stand on anything that is causing emotional or physical discomfort for you and your fellow staff. 

Make my God empower you as you stand up for righteousness!

Nicholl McGuire