“Employee’s Silent Struggle Sparks Unfolding Karma: You Won’t Believe What Happens Next!”
According to Ohio’s Fisher School of Business, there are several reasons why managers might play favorites. Sometimes it’s blatant nepotism. “Some leaders practice favoritism to strategically maximize their self-interest — they adopt favoritism to seek their personal interests or the interests of a friend, a family member,” notes the school’s site.
Other times, there’s a touch of narcissism at play. And a boss will use favoritism to manipulate and control situations “by deliberately favoring some employees instead of others to gain loyalty and centralize power.”
There are times when favoritism is—purely because a leader connects more with a particular employee, has more in common with them, or simply “likes” him/her more than the others.
Being a victim of workplace favoritism can have a negative impact. The most obvious reason is that employees who aren’t seen as blue-eyed boys or girls feel unfairly treated. They might end up having a bad overall view of the organization, which in turn equals less loyalty, less job satisfaction, and less motivation.
The Fisher School of Business warns that those who’ve witnessed or perceived a boss playing favorites have also reported having “poor work relationships with the leaders; receiving less recognition and professional help, such as mentoring and coaching, from the supervisor…; receiving less support at work, and having less trust toward the supervisor”—much like the tech employee at the center of this story.
An employee might even end up quitting as a result of an unfair manager who constantly overlooks them in favor of others.
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