Favouritism is one of the reasons some employees lose morale at work as they have no doubt that even if they work to the best of their ability and knowledge, they won’t be promoted or appreciated. Favouritism refers to a situation where someone in a leadership position exhibits favour toward one employee over others. Such bosses at times give more opportunities or benefits to one employee over others for reasons aside from ability and performance. In places where favouritism occurs, employers and managers can even reach the extent of using formal power to hide certain employees’ mistakes. Specific employees can also be given extra help and coaching during the completion of assignments and bosses can pass along important work-related information only to them. In the end, this creates an uncomfortable work atmosphere, whether the boss intends it or not. If your employer accepts suggestions only from a certain employee during team meetings, takes a specific worker or workers for lunch outside work, or perhaps specific employees are given opportunities to attend conferences or trainings, or bosses spend more time talking with certain employees about work-related topics, all these are signs of favouritism. In such environments, only certain employees are given more praise for accomplishments, yet others don’t get any single praise, they even have better office space, among other benefits. This creates an unhealthy workspace where some employees may feel unimportant to the company and others not valued. According to Peace Mugabo Izamukuza, the CEO of Orion Maker Vantures Ltd, in order to control favouritism, managers should maintain a proper reward system and make it known to employees; mention why someone has been rewarded and exactly what they scored or what they did. That won’t only be fair, but will also push employees to put more effort into their work. Alternatively, she notes that not all rewards have to be competitive, and urges employers not to hesitate to consider those who don’t go the extra mile but do their job so perfectly according to their scope of work. Favoritism creates an uncomfortable work atmosphere. Net photo. Izamukuza also carries on that such recognition should be more frequent. She is also sure that favouritism demotivates employees; both the favoured and the unfavoured, as it is hard for either to reach their full potential. And also hinders skills development, teamwork, and delays the team from achieving their common goals. “Favouritism breeds unprofessionalism and lowers productivity in the long run, because standards may be often lowered just to favour a few individuals at work,” Izamukuza states. Daniel Muhozi, a human resource practitioner notes that favouritism limits other employees to work with freedom, creates familiarity in the workplace, and unproductivity of employees who are favoured. He also stresses that favouritism lowers the rate of execution of work mostly to those with a timely framework, disrespects the leadership and professionalism of a company. Muhozi explains that some employees end up taking their work for granted because they are aware that after all, their efforts won’t be seen or appreciated. He calls upon employers to put policies and measures that can be followed by everyone irrespective of who they are. But also, treating a workplace as a professional entity and respecting everyone according to their respective positions. The human resource practitioner carries on that workers ought to be heartened to participate in discussions and share any of the challenging things around the workplace. He also notes that organisations or firms should have an independent HR who oversees all aspects of the workplace and all staff must be treated equally.
