Why Your Boss Might Favor Others and How to Turn the Tide

There could be several reasons why a manager might appear to give preference to some employees over others. Understanding the exact cause requires considering the context, the manager's perspective, and the dynamics within the team. Here are some possible explanations:

1. Performance and Skills: Your manager might perceive your colleagues as having stronger performance records or skills that are currently more aligned with the team's objectives. This perception could be based on measurable outcomes, like sales figures or project completion rates, or on skills that are in high demand.
2. Work Ethic and Reliability: Managers often favor employees who consistently demonstrate a strong work ethic, punctuality, and reliability. If your colleagues are seen as more dependable or willing to go the extra mile, this could explain the preference.
3. Communication and Initiative: Employees who communicate effectively, offer ideas, and take initiative might be viewed more favorably. Managers appreciate team members who proactively address issues, suggest improvements, and contribute positively to the team's atmosphere.
4. Team Dynamics and Fit: Sometimes, the preference is based on how well individuals fit within the team dynamics. Managers might give more opportunities to those who they believe will foster a better team environment or who mesh well with the team's culture.
5. Professional Development and Career Goals: Employees who have expressed clear career goals and shown a commitment to professional development might receive more opportunities. This is often seen as an investment in the employee's future and the future of the company.
6. Bias and Favoritism: While it's uncomfortable to consider, some managers might display unconscious biases or even deliberate favoritism. This can be based on personal similarities, shared interests, or other non-professional factors.
7. Visibility and Advocacy: Sometimes, it's about visibility. Colleagues who are better at showcasing their work and advocating for themselves might receive more recognition and opportunities.
8. Manager's Management Style: The manager's own style and approach to leadership can also play a role. Some managers might not be as effective in providing balanced attention or opportunities to all team members.

If you're concerned about this issue, here are a few steps you could consider:

• Self-Reflection: Honestly assess your own performance, skills, and workplace behavior to see if there are areas you can improve.
• Seek Feedback: Ask your manager for feedback on your performance and how you can contribute more effectively to the team. This can also be an opportunity to express your career aspirations and ask for opportunities to develop.
• Observe and Adapt: Pay attention to the qualities and behaviors that are being rewarded or recognized in your workplace. See if there are ways you can authentically incorporate some of these into your own work style.
• Professional Development: Look for opportunities to enhance your skills and knowledge, whether through formal training, new projects, or additional responsibilities.
• Communication: Improve how you communicate your achievements and contributions. Ensure your manager is aware of your efforts and successes.

If, after taking these steps, you still feel unfairly overlooked, it might be worth considering whether the organizational culture and management style are a good fit for your career goals and values.

If you no longer care to try to prove yourself and haven't been able to switch jobs, feel free to reach out, send me a connection request, happy to meet, listen to you and point you in the right direction.