Everybody, including managers, have their unique personalities and that means each manager gets along better with certain more compatible people. However, it’s important not to let personal preferences result in favoritism. When there’s favoritism, employees who fall outside their managers’ spheres of preference, are likely to feel as if the results they produce don’t matter, divide the team and pit peers against one another.
Make it a point to pay attention and reflect on how you have been interacting with your subordinates. Was your time and attention distributed fairly amongst your team members? Create a list of employees whom you are closer with and reflect if you have been giving preferential treatments. From there, you can alter your behaviour to avoid perpetuating favouritism.
Focus on Employee Performance
When an office lacks structure and rules, favoritism can run rampant. To prevent this from happening, ensure that everyone is evaluated and rewarded according to their contributions. When there is a systematic way to evaluate all employees, it becomes much harder to make choices based on personal preference.
Ultimately, credibility is critical to your success as a manager and nothing destroys credibility faster than the reputation that you play favorites or deal with people on an inconsistent basis.