Need to speak to the employee first who is raising a complaint, take it in writing and take all the artefacts and study them. Once you review the artefacts, speak to the person against whom the complaint is raised and hear his/her side of story. As an HR, non biased investigation needs to be done and once charges are established, need to take appropriate action as per policy and if accusations are not established, sensitize the complaint as well after giving the closure. Keep the complainant informed about the investigation while maintaining the trust, transparency, and confidentiality. Also, during the course of investigation, a lot of steps can be taken, i e review the data of entire team, speaking to other team members, etc.

The idea that accusations of favoritism are often an escape mechanism for the accuser. Usually making the accusation to deflect responsibility and a reason for their own shortcomings or failures. This perspective can arise when individuals feel that the success or recognition of others is undeserved, thus blaming favoritism rather than reflecting on their own performance or contributions.

It’s important to address the situation with sensitivity and transparency. Initiate a one-on-one conversation with the employee to understand their concerns fully. Listen actively and validate their feelings—this shows you take their claims seriously. Share the criteria used for decision-making, whether it’s promotions, assignments, or recognition, to clarify your approach. If possible, involve a neutral party to review the situation and ensure fairness. Reinforce your commitment to equity and encourage open communication moving forward.

1/2 Finally, consider implementing additional training on unbiased practices for the entire team to reinforce a culture of equity.

Acknowledge the concern raised by the employee and create a safe, non-defensive environment for an open dialogue. Listening carefully to their perspective is essential without making assumptions or dismissing the complaint. Gather facts and review any relevant records or decisions to ensure transparency in the actions that may have led to the perception of favouritism. If needed, involve a neutral third party to assess the situation objectively. After a thorough review, communicate your findings clearly and professionally, addressing any misunderstandings or taking corrective action if necessary. The goal is maintaining fairness and trust within the organization while upholding HR integrity.