HOW TO MANAGE FAVOURITISM AT WORK AS AN EMPLOYER

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    Henry Akingboye 2 years ago

    Favouritism on this note could occur at work when an employer shows excessive favour for some employees over others. This can mean that the employer treats them better, consider them over others for promotions, overlook their mistakes or grant them more responsibilities. Candidly, all employees are entitled to, and expected to be, treated equally and fairly.

    Nurture A Professional Environment

    Protect your workplace from potential favouritism by nurturing a professional environment. Favouritism is a fundamental unprofessional attribute and a serious work focus is the first step in dealing with favouritism.

    Provide A Policy

    A policy is the best way to provide this information. Providing a copy to all employees is the clearest and firmest way of communicating your expectations. It also signals how seriously you take the issue.

    Offer Training

    To prevent favouritism due to discrimination, consider offering training for your staff. During this training session, you can also educate employees of the drawbacks of favouritism.

    Nip It in The Bud

    If you see any signs of favouritism, nip them in the bed. Addressing the problem directly can be difficult, but it can stop any further damage caused by favouritism.

    Be sure it's favouritism

    The most important step is to understand whether the behaviour you've witnessed is evidence of preferential treatment. If a particular employee consistently works hard, beats deadlines and exceeds performance targets, they're naturally going to receive favourable treatment because they've earned it. Supervisors are more likely to forgive such an individual for the occasional mistake, as their overall contributions are positive. 

    Be vocal about your concerns if necessary

    If you believe that there's been insufficient improvement in the situation, reiterate your concerns to the lead or employee  in question. Inform them that you've noticed a lack of progress and that this is concerning for you. If you feel that the supervisor is unresponsive, you might need to discuss more extensively, tactfully and in private.

     

     

     

     

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