Favoritism: A Close Look [Part 1]

Have you ever poured your heart and soul into a project, only to have a colleague with seemingly less effort take all the credit? Or maybe you consistently exceed expectations but find yourself constantly passed over for promotions or opportunities.

You're not alone. In recent discussions and training sessions, a sneaky culprit has emerged as a major threat to employee morale and loyalty: workplace favoritism.

I've personally witnessed the toll this takes. Colleagues who bravely speak up about unfair treatment can have their concerns dismissed or, worse, their efforts downplayed by superiors. It's disheartening, and frankly, it shouldn't be this way.

Robust risk and compliance policies exist to catch major issues, but what about the subtler biases that creep in from leadership, often unconsciously? The Asian cultural emphasis on respect for hierarchy can sometimes exacerbate this. You know the feeling – that phrase "Chinaman company" – a cynical term for exploitation disguised as a family environment.

As humans, we crave a sense of belonging, of feeling valued for our contributions. When favoritism becomes the norm, it creates a suffocating environment. Imagine the quiet frustration of a talented colleague consistently overlooked, simply because they aren't part of the "inner circle." Their brilliant ideas get shelved, and their hard work goes unnoticed.

The Fraud Triangle: A Tool for Self-Assessment

Let's delve into the fascinating framework of the Fraud Triangle, traditionally used to detect financial fraud. Surprisingly, it offers a unique perspective on the human dynamics at play in favoritism.

The Fraud Triangle identifies 3 key elements that contribute to fraudulent behavior: Pressure, Opportunity, and Rationalization. Let's see how these elements can manifest in favoritism and how they might affect you:

Pressure:

The relentless pursuit of performance metrics can create immense pressure on employees. The fear of being ostracized or overlooked becomes a powerful motivator. However, in favoritism, you might experience a different kind of pressure: performance punishment. You excel and meet every deadline, so naturally, you're given more and more work, while colleagues who meet basic expectations coast by. This creates an unsustainable workload and a sense of being undervalued.

Opportunity:

Unclear promotion criteria, a lack of transparency in decision-making, and weak reporting structures create fertile ground for favoritism to flourish. Imagine a situation where a colleague consistently receives plum projects and opportunities for development, despite similar or even lower performance compared to you. This lack of transparency creates a one-sided playing field where favoritism thrives.

Rationalization:

The lines blur. Employees witnessing or benefiting from favoritism might justify their actions with a skewed perspective. But what about its impact on you? You might find yourself downplaying your achievements or questioning your own competence. The constant pressure and lack of recognition can lead to feelings of helplessness and cynicism.

Does this resonate with you?

Consider these questions:

• Do you consistently meet or exceed expectations but feel like your contributions are overlooked?
• Are promotions and opportunities seemingly awarded based on factors other than merit?
• Do you feel overwhelmed by your workload while colleagues with similar performance levels seem to have a lighter load?
• Is there a lack of transparency in how projects are assigned and recognition is given?

If you answered yes to any of these questions, you might be experiencing favoritism in your workplace.

Leadership that prioritizes numbers over people is missing a crucial element – emotional intelligence. Empathy, self-awareness, and social awareness are fundamental for fostering trust and a culture of fairness. We'll delve deeper into solutions that move beyond policies and foster a more human-centric approach to leadership in the next post.

In the meantime, share your experiences in the comments below. By opening up the conversation, we can collectively work towards a work environment where loyalty thrives and everyone has a fair shot at success.