However, as a manager, you can change that. Persuading your employees beyond their scope of responsibility isn’t an easy job. Do not hesitate to recognize these people who do their job within their skill sets.
#PREFERENTIAL TREATMENT AT WORK UPDATE#
Going above and beyond the call of duty is sometimes not a choice for the employees because of the job roles that don’t allow them to update their actions to be more efficient. Don’t hesitate to credit those who don’t go the extra mile Training yourself to spot these moments of great work will lead to less time spent focusing on the job and fewer people complaining. To avoid this, set a goal of spending an hour or two each month or a few minutes per week in applauding achievements and behaviors that are truly worthy of being recognized. And naturally, people may feel, showing concerns favoritism in the workplace. If you organize your recognition program once a year and recognize only a few favored employees, those instances get minutely examined.
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42% of employees don’t even know about their employer’s reward and recognition program.
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Yet, they represent 87% of all employee recognition programs. According to research conducted by Forbes, tenure-based rewards programs have virtually no significant impact on organizational performance.
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Spot great work frequentlyĬompanies tend to neglect day-to-day wins and concentrate more on things like celebrating tenures. It eliminates the old-school issue of seniors taking credits for everything all the time. It creates transparency between different departments and authorities. It requires open communication and trust so that can come to you when they can’t solve a problem. This clarity of expectations will ensure that your employees' know-how and for what they can get recognized.īut most importantly, while doing this, make sure that everyone gets equal chances to deliver the best on their job.Īt the same time, employees too have certain expectations that you need to know well. Make sure that their responsibilities get communicated to them. To succeed, your team needs to know what your expectations are from them. Make mutual expectationsĪs a manager, you will have expectations from your team members. Here’s What To Keep In Mind To Avoid Favoritism In The Workplace While Rewarding Employees 1.
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Generally, it is the employer’s or the manager’s responsibility to detect the biases before it hampers employee morale and trust in the workplace. Sometimes, it might also lead to legal actions if an employee feels that that they are facing illegal discrimination and unfair treatment. It is one of those human resource issues that need to be tackled right away.įavoritism can take place on an employer-to-employee or an employee-to-employee basis leading to hostile work environments. When one employee receives preferential treatment over all other employees for a reason irrelevant to performance, it is a case of favoritism. However, if you aren’t careful, it can start breeding resentment among those employees who feel like being victims of favoritism in the workplace. Playing favorites is one of the most damaging problems in any group of people.Įmployee rewards and recognition programs are essential to building a happy and engaged workforce.