Dealing with a senior manager's favoritism is challenging. How can you maintain team morale and productivity?
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Promote team transparency:Encourage open dialogue to allow team members to express concerns freely. This fosters a sense of inclusion and ensures everyone feels valued, counteracting favoritism.### *Recognize contributions fairly:Make sure all team members' efforts are acknowledged and rewarded based on merit. This reinforces fairness and helps maintain morale despite any perceived favoritism.
Dealing with a senior manager's favoritism is challenging. How can you maintain team morale and productivity?
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Promote team transparency:Encourage open dialogue to allow team members to express concerns freely. This fosters a sense of inclusion and ensures everyone feels valued, counteracting favoritism.### *Recognize contributions fairly:Make sure all team members' efforts are acknowledged and rewarded based on merit. This reinforces fairness and helps maintain morale despite any perceived favoritism.
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Dealing with favoritism can definitely be tricky, but keeping the team's morale and productivity high is possible. Start by focusing on transparency and fairness in how you lead. Make sure everyone’s contributions are recognized and valued. Encourage open dialogue so team members feel comfortable expressing their concerns, and make it clear that you’re committed to creating an environment where everyone has equal opportunities. By fostering a sense of inclusion and rewarding performance based on merit, you can help maintain a positive atmosphere, even when favoritism is present.
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David Mouatt
Senior Executive | Data Analytics, Governance, Decision Science, Global Team Leadership
Addressing favoritism from a senior manager starts with acknowledging it—ignoring the issue will only lead your team to believe you support it. Create an environment where your team feels comfortable sharing their concerns with you. Ensure that everyone’s contributions are recognised, so they know their efforts are valued. This helps reinforce a sense of fairness and appreciation. It’s equally important to address the issue with the senior manager directly. Share the impact on team morale and seek to understand the reasons behind the perceived favoritism. Depending on the situation, consider coaching the senior manager on how to maintain a balanced approach or working together on a strategy to improve the team's perception.
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Lidiar con estas situaciones es desafiante y frustrante. Para abordarlas de forma proactiva, es esencial documentar los hechos; cada evento de favoritismo debe ser registrado para mantener la objetividad. Buscar comunicación privada y ser asertivo es clave. Si otros líderes comparten la misma percepción, intentar explicarlo en conjunto puede ser útil. A nivel del equipo, se debe promover una comunicación abierta y honesta, enfocándose en los logros y buscando soluciones colectivas mediante un diálogo respetuoso, atendiendo solo a los hechos. A nivel organizacional, es fundamental fomentar la apertura, el uso de canales de denuncia, políticas claras y una cultura de equidad y transparencia.
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I’d suggest openly acknowledging the issue without pointing fingers—create a space where team members feel heard and valued. Regular check-ins to assess morale and progress can keep productivity on track, and setting clear, fair goals for everyone helps keep the focus on performance. As a leader, your actions set the tone, so lead by example and keep an open line of communication with your team to avoid frustrations boiling over.
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What works in Navigating favoritism by senior managers requires tact and professionalism. Address concerns objectively, focusing on impact rather than perception. Document incidents, seek support from HR or mentors, and communicate assertively. Prioritize fairness, transparency, and organizational goals to drive constructive conversations.
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