What happens when your efforts get overlooked because you\u2019re not in the habit of fraternizing (or should we say sucking up) to your boss?<\/p>\n\n\n\n
If you think you\u2019ve overcome the issue of not being the teacher\u2019s pet when you finished high school, think again \u2014 favoritism in the workplace is just as prevalent and can create a whole set of problems<\/strong>.<\/p>\n\n\n\n That\u2019s why today, we\u2019re diving deep into the topic of favoritism at work.<\/p>\n\n\n\n Let\u2019s dig in!<\/p>\n\n\n\n Favoritism in the workplace happens when one person gets unfair preferential treatment based on personal relationships rather than professional performance.<\/strong><\/p>\n\n\n\n So, your boss\u2019 bestie getting the promotion your entire team has been gunning for just because they are friends is an excellent example of favoritism at work. <\/p>\n\n\n\n Here\u2019s another one \u2014 the favorite employee being fashionably late for work every day suffering no consequences, while the rest of the team gets written up for every minute after 9 a.m.<\/p>\n\n\n\n A workplace favoritism study<\/a> revealed that 47% of American employees believed their supervisors had favorites that received preferential treatment.<\/p>\n\n\n\n But, it\u2019s not just managers and leaders who have favorites \u2014 favoritism at work can happen on any level<\/strong>. Team members can exhibit favoritism by creating team silos<\/a> and only sharing information with people they\u2019re friends with, unfairly distributing tasks amongst themselves, etc. <\/p>\n\n\n\n Take a look at the Pumble<\/a> exchange below, which illustrates what team interactions might look like when you\u2019re not the favored employee.<\/p>\n\n\n Build a healthy workplace environment with Pumble<\/a><\/p>\n\n\n\n One saving grace here is that favoritism often happens unknowingly<\/strong>. People might not realize they\u2019re playing favorites until someone points it out, as our expert contributor, Eva Chan<\/a>, Senior Career Coach and CPRW, noted.<\/p>\n\n\n\n \u201cFavoritism often occurs because of <\/em>unconscious bias<\/em><\/a>. Managers may naturally gravitate toward people they personally like or who share similar traits, without realizing how this affects their decisions. Favoritism often starts getting noticeable when it becomes a talking point among several employees.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Still, conscious or not, playing favorites in the workplace can have some dastardly consequences.<\/p>\n\n\n\n But, before we dig into those, let\u2019s take a look at the different types of preferential treatment in the workplace. <\/p>\n\n\n\n So, we already established that there are 2 different types of favoritism at work \u2014 manager-employee favoritism <\/strong>and favoritism among peers<\/strong>.<\/p>\n\n\n\n But, overall, we can group different instances of favoritism into 4 distinct types that have to do with:<\/p>\n\n\n\n Recognizing favoritism in the workplace isn’t that hard \u2014 provided you\u2019re not the favored employee or the person who\u2019s unjustly favoring someone, as noted by Alisa Volynets<\/a>, HR Business Partner:<\/p>\n\n\n\n \u201cUnfortunately, favoritism can often creep into the workplace and is not always easy to spot. It can manifest itself in small, day-to-day decisions such as a manager giving certain people better projects, pay raises, or bonuses for no apparent reason. The danger is that even the manager may not realize until the last moment that they are favoring a particular employee.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Improve collaboration and cut down on emails by moving your team communication to Pumble.<\/p>\n\n The main sign of favoritism is often inequity<\/strong>, as testified by our expert contributor, Edel Holliday-Quinn<\/a>, Organizational Psychologist:<\/p>\n\n\n\n \u201cFavoritism can often be identified through consistent patterns of inequity. Look for signs such as certain employees repeatedly receiving better opportunities \u2014 promotions, high-profile projects, or access to resources, regardless of merit.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Of course, handing out undeserved promotions isn\u2019t the only sign to be on the lookout for \u2014 some of them might be more subtle than that<\/strong>, as Edel Holliday-Quinn told us:<\/p>\n\n\n\n \u201cUneven recognition, where one individual is frequently praised while others\u2019 contributions go unnoticed, is another red flag. Favoritism might also show up in social dynamics, such as exclusive access to key meetings or decisions, leaving others feeling excluded.\u201d<\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Both favoritism and discrimination are prevalent in the workplace.<\/p>\n\n\n\n A survey of 303 US executives revealed that over 50% of them admitted to <\/strong>having a favorite employee<\/strong><\/a> when making promotion decisions.\u00a0<\/p>\n\n\n\n Meanwhile, 61% of Americans<\/strong><\/a> say they have been discriminated against at work<\/strong>, while 48% of young employees<\/a> say they\u2019ve experienced discrimination when they tried to enter the workforce.<\/p>\n\n\n\n But, while favoritism is about giving preferential treatment to people we like \u2014 often those who are similar to ourselves \u2014 discrimination is about being hostile to a specific group of people.<\/p>\n\n\n\n However, favoritism can become discrimination if it crosses into illegal territory<\/strong> (in other words, if it\u2019s based on protected characteristics such as race, gender, age, disability, etc.).<\/p>\n\n\n\n So, if your manager is offering Tony more opportunities than you because they have similar interests, that\u2019s favoritism. But if Tony gets more opportunities because he\u2019s a man and you\u2019re not or because he\u2019s white and you\u2019re not, then we\u2019re talking about discrimination.<\/p>\n\n\n\n Favoritism in the workplace has long-lasting results \u2014 not only for the individuals but also for the organization as a whole. <\/p>\n\n\n\n The most noticeable (and damaging) effects of favoritism <\/strong>are:<\/p>\n\n\n\n It\u2019s important to note that the effects of favoritism are all connected<\/strong> and stem from one another, as our contributor, Edel Holliday-Quinn, told us:<\/p>\n\n\n\n \u201cThe consequences of favoritism are significant and far-reaching. It damages morale and engagement, as employees who feel undervalued may disengage, reducing productivity. This makes trust within teams erode, leading to strained relationships and lower psychological safety, which is critical for innovation and risk-taking.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Let\u2019s take a more detailed look into each of the effects of favoritism in the workplace.<\/p>\n\n\n If you\u2019re a manager, you might think that promoting someone you\u2019re comfortable with \u2014 regardless of their skills and expertise \u2014 is a good move. After all, it will make your workdays easier, right?<\/p>\n\n\n\n Yeah, sure, but it will also make everyone else uncomfortable<\/em>.<\/p>\n\n\n\n Clearly favoring one or a few employees over others can create a toxic work environment, as it demotivates employees and makes them lose trust in leadership<\/strong>, as our expert, Alisa Volynets, told us:<\/p>\n\n\n\n \u201cWhen people feel that their hard work and results are being ignored in favor of someone’s personal relationship with the boss, it leads to resentment and alienation. This reduces overall productivity, as the team becomes less motivated. Such negative processes within the company lead to the creation of a toxic environment where competition takes the place of team spirit.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n \ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n If you\u2019re interested in finding out more about company culture and getting some extra tips on how to avoid a toxic culture in your company, check out this article:<\/p>\n\n\n\n What happens if your efforts consistently get overlooked while other people get rewarded based on their relationships with the boss? <\/p>\n\n\n\n Well, sooner or later, you\u2019ll realize your efforts have very little to do with your growth opportunities and lose your enthusiasm<\/strong>, as noted by Eva Chan:<\/p>\n\n\n\n \u201cUnfortunately, favoritism undermines morale and creates a culture of inequity. Employees feel demotivated if their efforts don\u2019t seem to matter as much as being in a leader\u2019s good graces.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n In the example below, we can see just how unfair treatment at work impacts employee experience<\/a>.<\/p>\n\n\n Empower communication and collaboration with Pumble<\/a><\/p>\n\n\n\n \ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n If you\u2019re looking to boost the morale of your employees, start by eliminating favoritism from the workplace. After that, try employing one (or more) of the tips from the post below:<\/p>\n\n\n\n As we mentioned before, all effects of favoritism at work stem from one another. So, if you aren\u2019t motivated to do your work, you probably won\u2019t be very productive<\/strong> either. <\/p>\n\n\n\n As Dovile Gelcinskaite<\/a>, Senior Talent Manager, told us, this is an expected turn of events:<\/p>\n\n\n\n \u201cWhen someone is favored in the workplace, others usually feel overlooked. Over time, they may stop putting in effort because they know it won\u2019t get noticed.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n It\u2019s important to keep in mind that poor performance<\/a> and low productivity are direct results of favoritism in the workplace because engagement and productivity are very closely connected. <\/p>\n\n\n\n According to Pumble\u2019s Employee Engagement Statistics<\/a>, 92% of executives believe their employees perform better when they are engaged<\/strong>. What\u2019s more, 56% of them claim employee engagement directly impacts profits. <\/p>\n\n\n\n When your boss passes you over for a promotion (again!) over his favorite employee, Susie, who are you going to be mad at? Your boss? Of course. But you\u2019ll also be mad at Susie, won\u2019t you?<\/p>\n\n\n\n That\u2019s because favoritism at work breeds resentment at all levels<\/strong>. <\/p>\n\n\n\n Your relationship with Susie will become tainted, making working with her harder due to resentment. <\/p>\n\n\n\n Eventually, this will lead to poor team performance<\/a> because of conflict.<\/p>\n\n\n\n Take a look at what favoritism can do to team dynamics, as shown in an exchange on Pumble, a team communication app<\/a> by CAKE.com.\u00a0<\/p>\n\n\n \ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n If the damage is done, and favoritism has already led to team conflict, you need to go into damage control mode as soon as possible. Here are the best tips for conflict resolution in teams:<\/p>\n\n\n\n Trust is crucial for any relationship, and it\u2019s one of the signs of a positive company culture<\/a>. <\/p>\n\n\n\n That\u2019s why the most significant impact of favoritism in the workplace is loss of trust, as Sean Smith<\/a>, CEO and former Head of HR, told us:<\/p>\n\n\n\n \u201cThe most damaging impact that favoritism has is on trust. If employees feel that decisions are made based on favoritism and not merit, they lose trust in the management’s capability of being fair and neutral. This lack of trust quickly trickles down into the rest of the team, creating an \u2018us vs. them\u2019 culture, which divides and disengages employees.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n As soon as employees start doubting the fairness and impartiality of their leadership, trust erodes and makes space for low morale, disengagement, and conflict<\/strong>.<\/p>\n\n\n\n Finally, the last effect of favoritism in the workplace is high turnover. What else can you do once you\u2019ve lost trust in the leadership, feel disengaged, and aren\u2019t productive, except leave the company for better opportunities?<\/p>\n\n\n\n As we established, favoritism leads to a lack of engagement, and, according to Pumble\u2019s Communication Statistics<\/a>, engaged employees are 87% less likely to leave a company<\/strong>. <\/p>\n\n\n\n So, lack of engagement directly leads to high turnover \u2014 which means not only loss of talent but also diversity of thought<\/strong>, as our expert Edel Holliday-Quinn noted:<\/p>\n\n\n\n \u201cFavoritism can increase turnover, with talented employees leaving for organizations where they feel more appreciated. Beyond morale, favoritism stifles diversity of thought, as overlooked employees may withhold their perspectives. For example, a talented team member might remain silent or leave if they see others consistently rewarded despite weaker contributions.\u201d<\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Now that we know what favoritism is and what it can do to your organization, let\u2019s see how you can prevent it or deal with it \u2014 both as an employee and as a manager.<\/p>\n\n\n\n\n Improve collaboration and cut down on emails by moving your team communication to Pumble.<\/p>\n\n Favoritism at work is a systemic problem \u2014 one employee can\u2019t eradicate it. <\/p>\n\n\n\n However, that doesn\u2019t mean you can\u2019t do anything about it. <\/p>\n\n\n\n If you\u2019re being unfairly favored at work, you need to speak up against it<\/strong> \u2014 even when it hurts your chances for career advancement. Be sure to respectfully communicate<\/a> your concerns with the higher-ups and back them up with evidence, as Edel Holliday-Quinn advises:<\/p>\n\n\n\n \u201cDocument specific incidents, including dates and examples of unequal treatment, to establish a clear record. Open, respectful communication with managers is also essential \u2014 approaching these conversations constructively can help address the issue without causing unnecessary conflict.\u201d<\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n Here’s an example of what that conversation might look like.<\/p>\n\n\n![\"How](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/How-to-Deal-With-Favoritism-at-Work_-7-Best-Tips-cover-1110x552.png\")
<\/figure>\n\n\n\nFavoritism at work: Definition and examples<\/h2>\n\n\n\n
![\"Favoritism](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/1-min-1.png\")
![\"Eva](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/Eva-Chan.jpeg\")
<\/figure>\n<\/div>\n\n\n\nCommon types of favoritism in the workplace<\/h2>\n\n\n\n
\n
![\"Common](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/Common-types-of-favoritism-in-the-workplace-min.png\")
<\/figure>\n<\/div>\n\n\nHow to recognize favoritism at work<\/h2>\n\n\n\n
![\"Alisa](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/Alisa-Volynets.jpeg\")
<\/figure>\n<\/div>\n\n\n\n![\"A](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/2-min-1.png\")
![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/templates@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Edel](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/Edel-Holliday-Quinn.jpeg\")
<\/figure>\n<\/div>\n\n\n\n<\/figure>\n<\/div>\n\n\n\n![\"Two](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/3-min-1.png\")
Discrimination or favoritism at work: How to tell the difference<\/h3>\n\n\n\n
Effects of favoritism<\/h2>\n\n\n\n
\n
<\/figure>\n<\/div>\n\n\n\n![\"Effects](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/Effects-of-favoritism-in-the-workplace-min-1.png\")
<\/figure>\n<\/div>\n\n\nToxic culture<\/h3>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n\n
Low morale<\/h3>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n![\"A](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/4-min-1.png\")
\n
Low productivity<\/h3>\n\n\n\n
![\"Dovile](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/Dovile-Gelcinskaite.jpg\")
<\/figure>\n<\/div>\n\n\n\nConflict and resentment<\/h3>\n\n\n\n
![\"Lack](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/5-min.png\")
\n
Loss of trust and respect <\/h3>\n\n\n\n
![\"Sean](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/Sean-Smith.jpg\")
<\/figure>\n<\/div>\n\n\n\nHigh turnover<\/h3>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-1@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nHow to deal with favoritism in the workplace: Employee perspective<\/h2>\n\n\n\n
<\/figure>\n<\/div>\n\n\n\n![\"Tony](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2024\/12\/6-min.png\")