Good Morning,
Whether we like it or not, we 'play favorites' in our lives. Maybe we use another term other than 'playing favorites' because it has a negative connotation, but we do do it every day. In reality, though, the fact we do it is not entirely bad. In some cases it is good, even in the business world.
An example of this in a good way could our be putting more time into a project that is a higher priority and less time into a project with lesser priority (yes this is common sense too). We are playing favorites with that one project over another. This goes for working with issues and people. We spend more time with new employees who need our attention to get used to their new roles and responsibilities. We spend less time with those who need our help less. We do have to balance this, because we should be investing our time also into the top performers as well, and not letting our time get too sucked up by those who are struggling.
When there is a greater benefit for giving more to one person, issue or item it is generally a positive action. There are, of course, exceptions.
We should strive to give our time and attention as fairly as possible, but with also focus on priorities and benefiting all involved.
Then there is the downside to playing favorites.
An example of this is enforcing rules differently on one person than on others. This not only creates a negative or even hostile environment, it also undermines the credibility of the leadership and worse, the system itself. That has a snowball effect on organizations where staff becomes apathetic about the leadership, knowing that they play favorites and are not inspired or motivated by anything because they know the system is corrupt.
We are often drawn to make decisions which would force us to cross the line. For example, a scheduling policy allows higher tenure staff to choose holidays and vacations first. A lower tenured staff comes to us with a vacation request before you start taking requests from the rest of the team. Approving this vacation time, even though it may be a year in advance, could upset the higher tenured employees who have the right to choose first. If they feel slighted by you approving this holiday, they may question other policies and that starts down a dark path. A solution to this problem, would be to go to the higher tenured staff and tell them what you have been asked to approve and ask them if they have an issue with it and given them a few days to answer. Now you did not go around them, you included them.
When we have rules to follow, we need to follow them fairly. The rules themselves, should be clearly detailed and give the right expectations, making our lives easier. If we give one person wiggle room, we need to give everyone wiggle room, or else our credibility is questioned. Of course, when it comes to tough situations, like corrective action, even being fair will sometimes be seen as being unfair by those who are on the receiving end. We must maintain our integrity and do what is right.
Playing favorites when the impact is a detriment to individuals, groups and organizations is a dangerous game to play.
In many environments, following the rules are held in very high regard. Break those rules or try to work around them and the very fabric of stability in your environment may start coming unglued. At the same time, understand those issues and people who deserve more attention when that additional attention is a benefit to them, others and organization.
Play fairly and enjoy!
Enjoy!
Sanford@berenberg.net
http://learnandgrowdaily.com ←-Click here to order: "Learn And Grow Daily!"
http://sanfordberenberg.blogspot.com/
502-533-9336
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