Tip Tuesday

How to Deal With Favoritism at Work

 

Favoritism at work, whether real or perceived, can throw a wrench in team development and damage team and company morale. In most instances, favoritism results from poor management skills, such as the inability to relate to employees or a lack of interaction with all team members. Learning how to deal with favoritism in the workplace can help you deal with adversity and meet challenges head-on along your career path.

Instructions

1 - Take note of the situation. Consider if the favoritism is perceived or real. For instance, some workers may appear to receive preferential treatment at work; however, those in charge may simply see them as weak in certain areas and in need of additional help or guidance.

 

2 - Try to relate to the parties involved in the favoritism. If possible, get close to the situation, observe the relationship and find a way to connect to those involved. This will help reduce any feelings related to being on the outside of the relationship and will also help bring your skills and talents to management's attention.

3 - Build relationships with a diverse group of people, including employees and supervisors in other departments. Take part in company outings and attend company-sponsored trainings and team-building programs. Making your work and dedication known to others within the organization is the goal of branching out and networking within the company.

4 - Strive for excellence. Set your own goals and consistently challenge yourself to meet, or even exceed, them. Keep working toward your goals and eliminate the need to rely on your supervisor's friendship. Let your behavior, actions and habits related to your job performance speak for themselves and help propel you forward in the organization.

5 - Speak with human resources or a trusted manager when blatant favoritism occurs. Voice your concerns and provide any information relevant to the situation, such as a personal account of specific events. When voicing a complaint or concern, keep the conversation focused on specific examples and refrain from attacking anyone. Ask for advice on handling the situation while human resources personnel or management investigate the claims.

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