Here's how you can handle a situation where your boss plays favorites among employees.

Make sure you first take a step back and objectively assess the situation. Are there valid reasons why certain colleagues might receive more attention or opportunities? It's essential to differentiate between favoritism and merit-based recognition. If after careful observation you still believe favoritism is at play, document specific instances. This can help you to understand the full scope of the issue. Then work on enhancing your visibility within the company. Volunteer for projects, especially those that allow you to showcase your skills to a wider audience. Make sure to communicate your achievements and contributions in a non-boastful manner.

Assessing fairly is key when dealing with a boss who plays favorites among employees. It's crucial to objectively evaluate the situation before jumping to conclusions or reacting emotionally. Take a step back and analyze the dynamics at play, considering factors such as performance, attitude, and interactions with the boss. Avoid making assumptions based solely on personal feelings or perceptions. Practical tip: Keep a record of your own accomplishments and contributions to provide evidence of your value to the team, which can help in discussions about fairness and recognition.

If your client feels comfortable and has a clear goal, help them brainstorm a "power move." This could involve proposing a project they're passionate about or requesting a specific training opportunity to enhance their skillset.

Remaining professional is essential in navigating a workplace where favoritism is evident. Despite any frustration or disappointment, it's important to uphold professionalism in your conduct and interactions with both your boss and colleagues. Avoid engaging in gossip or negative talk about the situation, as this can undermine your credibility and damage working relationships. Instead, focus on maintaining a positive attitude and continuing to perform at your best. Practical tip: Seek support from trusted colleagues or a mentor to vent frustrations in a constructive manner and gain perspective on how to handle the situation professionally.

Enhancing visibility can help mitigate the effects of favoritism in the workplace. Take proactive steps to increase your visibility within the organization by actively participating in meetings, volunteering for projects, and seeking opportunities to showcase your skills and expertise. By making yourself more visible to decision-makers and key stakeholders, you can increase the likelihood of receiving recognition and opportunities for advancement based on your merit rather than favoritism. Practical tip: Take initiative to share your accomplishments and successes with your boss and other relevant parties, keeping them informed of your contributions to the team's goals.

Communicating fairly is essential for addressing issues of favoritism in the workplace. Approach conversations with your boss about the situation calmly and respectfully, focusing on the impact of their actions on team morale and productivity rather than making accusations or placing blame. Be open to listening to their perspective and understanding their reasoning behind any perceived favoritism, but also assert your own need for fair treatment and recognition. Practical tip: Practice active listening during discussions about favoritism, paraphrasing what your boss says to ensure mutual understanding and demonstrate your willingness to engage in constructive dialogue.

Favoritism is almost everywhere. It's demotivating when you're denied what you deserve. It's not just about what you receive; it's about fairness. It's difficult for anyone to accept unfairness. How do you respond to favoritism? You can ensure that you don't play favorites and you can perform at your best so that you aren't easily denied opportunities. Beyond that, there's little you can do to change your boss's behavior. Changing people is difficult, and bosses are even harder to influence. Favoritism is an issue that needs to be addressed from the top down by building an effective culture.