What Is Workplace Favoritism?
Workplace favoritism is when employees receive preferential treatment based on personal relationships rather than qualifications or performance. This unfair advantage may show up in many ways including promotions based on friendships, exclusive access to high-profile assignments, and ignoring or excusing poor behavior of “favorites”. Favoritism disrupts fair workplace practices and can damage team dynamics. Unchecked favoritism drives away top talent and lowers engagement.
How Common Is Favoritism in the Workplace?
Favoritism is more widespread than most employers realize. In the U.S. alone, 56% of executives admitted to playing favorites when making promotion decisions. 96% said they would promote their favorite even if another employee had stronger communication skills. 47% of employees believe their manager has a clear favorite on the team. These statistics highlight how pervasive and normalized workplace favoritism is and how essential it is to combat it.
The Negative Impact of Workplace Favoritism
Damaged Employee Morale and Increased Turnover
When employees feel overlooked or undervalued due to favoritism, motivation drops. Workers disengage and lose trust in leadership. Employees are more likely to leave if they see their efforts ignored in favor of office politics. Replacing top talent is costly and time-consuming.
Toxic Work Culture and Lower Productivity
Favoritism creates cliques, gossip, and resentment. A divided team cannot collaborate effectively, making it harder to reach goals. Managers may assign work to the wrong people simply due to bias. This leads to inefficiencies, poor results, and project delays.
Legal Liability
In some cases, favoritism can lead to discrimination claims or lawsuits. Employers must ensure policies are fair and compliant with labor laws.
How to Address and Prevent Favoritism at Work
Combating favoritism starts with creating a transparent, inclusive work culture. Leadership sets the tone. When leaders are transparent, fair, and open to feedback, favoritism declines. Promote a workplace culture where decisions are based on skill, effort, and performance, not personal relationships. Employers and HR professionals should consider these best practices:
1. Implement Fair and Clear Policies
Standardize hiring, promotions, and reward systems. Make policies accessible and understandable for all employees.
2. Use Objective Performance Metrics
Measure employee performance with data and KPIs rather than subjective opinions.
3. Offer Equal Opportunities for Advancement
Rotate assignments and leadership opportunities so everyone can grow and shine.
4. Train Leaders on Unconscious Bias
Managers often favor those they relate to. Regular training helps them identify and avoid this behavior.
5. Foster Open Communication
Create channels for employees to report favoritism without fear of retaliation. Anonymous surveys can help.
6. Conduct Regular Policy Audits
Review decision-making processes in your workplace. Look for patterns that indicate bias and make changes where needed.
In the end, workplace favoritism does not just hurt individuals. It hurts your bottom line. Addressing favoritism head-on creates a more productive, inclusive, and engaged workforce. If you are ready to create a more balanced work environment, we can help. Connect with Peoplelink today!