Is your boss playing favourites in the workplace?

Favouritism in the workplace, or being seen treating some staff better than others ‘just cause’, can create animosity in the workplace. Even force employers to face legal disputes!

While it is natural that people (even managers) get along with some instead of everyone, favouritism at work can increase resentment, decrease motivation and respect, and possibly lead to high employee turnover.

What’s does favoritism in the workplace look like?

Favouritism at work occurs when someone, usually a senior, treats one or some employees more favourably than another, explains HR company Davidson Morris.

Favouritism can cross the line into discrimination, harassment or other illegal behaviour, warns media business expert, Rahul Sunkari. These actions may violate company policies or employee contracts.

One of the biggest downsides of favouring some over others, is that it may increase the employee turnover rate explains soft-skills training company, HRDQ. If someone feels like they do not have the chance to move up in the company, or their work is not being appreciated: they are more likely to look for another job.

High employee turnover has many negative affects on a company.

Favoritism between coworkers

People will get along with people who have the same values as them. Cultivating a workplace culture can encourage teamwork and seamless workflow, writes Dr. Erin Eatough, an occupational health psychologist. However, this can quickly become unhealthy, when the workplace favours cliques or exacerbates unfairness she explains.

5 signs of favoritism at work

Too much time together. If you notice a personal relationship growing between your boss and co-worker you have a right to be concerned – especially when it starts to filter into the workplace. Subconsciously this can affect professionalism at work says career and entrepreneurship expert, Siôn Phillpott.
Unfair assignment of tasks. This is when an employee consistently gets several advanced or high-profile tasks, while other equally experienced coworkers are ignored, explains Davidson Morris. This can be extremely frustrating. But there is a fine line between favouritism and entrusting the most capable person to deliver the goods says Phillpott. It could be a manager using the skills of the team to their advantage.
Skewed recognition. Is your boss always praising you (and your work) in front of others? It is always nice to be praised and recognised, it can leave other colleagues feeling slighted writes marketing and business consultant, Benjamin Preston. This is especially concerning if they are not praised because of their skin colour or the way they dress, explain Preston.
Ignoring employee violations. This could be for issues ranging from coming in late or workplace coercion. Instead of asking them to own up to their bad behaviour or poor work performance, a coworker or boss could actually defend them. Erin Eatough writes that this creates resentment, and a lack of trust in the workplace. Davidson Morris says this issue can extend to giving some employees more flexibility in coming in late or taking holidays off, than others.
Taking sides. Conflicts are not always bad, assures Eatough. They give people the chance evaluate their ideals and consider new perspective. However, this cannot happen when a boss constantly takes sides. This, warns Eatough, hinders individual and organisational growth. Instead, it rewards bad behaviour.

Rahul Sunkari lists the following key principles, that managers and senior staff should keep in mind:

make a conscious effort to split work in an equitable manner. Keep track of who receives the last choice assignment.
work on building personal connections between your coworkers – even those who you do not like.
take the perspective of each employee, and imagine how your action makes them feel.

Besides the potential legal threats, favouritism has many downsides for the workplace. By treating employees unequally, you foster feelings of resentment that can decrease motivation and damage unity in the team. Ultimately, affecting the growth of your organisation.