unalc preferential treatment of employees

If you feel that your supervisor is unresponsive, you might need to discuss the matter with your employer or hiring manager. Inform them that you've noticed a lack of progress and that this is concerning for you. If you believe that there's been insufficient improvement in the situation, reiterate your concerns to the supervisor in question. Maintain your professionalism and try to be respectful and polite. Remember that the individual receiving the preferential treatment may not have asked for it, and the situation may cause them undue embarrassment unless handled tactfully. Give it some time and see if the supervisor's behaviour has changed. In the meantime, try to avoid further discussion about favouritism. Once you've brought the issue to your supervisor's attention, give them some time to address it. Related: 7 Ways to Communicate Effectively at Work 4. Focus on how their actions have the potential to make other employees feel undervalued. This is especially important if you're speaking with the supervisor who's shown favouritism, as they may have been unaware of their behaviour. Try bringing up the topic as an area of concern rather than making accusations. If a colleague or two shares your concerns, you might consider going to management together, as this can strengthen your case.

Usually, this conversation takes place in private and keeps it confidential, as this can help prevent any unnecessary embarrassment or awkwardness. If your direct supervisor isn't the one you suspect of showing favouritism, they're probably the best person to approach. Speak privately with managementĭepending on your workplace and its hierarchy, you can choose to speak with someone in human resources, the supervisor in question, or another member of management. If one or more colleagues confirm your beliefs, this decreases the likelihood of you having misunderstanding the situation. This can be especially relevant if that colleague has been at the company longer than you or is closer to one of the parties involved. Ask a colleague that you trust if they've noticed certain behaviours you've witnessed. When trying to determine something as important as this, it's often a good idea to take input from several points of view. It's very important to be careful with any such claims, as discrimination in the workplace is a serious issue. However, if they're consistently unable to justify their actions, it's likely to be favouritism. It may be that there were factors of which you weren't aware. If the actions of a supervisor make you suspect favouritism, ask about their justification. Those who display favouritism almost always do so consistently, with benefits given unrelated to performance. The most important thing is to avoid making a hasty conclusion. Conversely, a supervisor may know that a particular employee is going through some personal issues and may choose to be more lenient. Supervisors are more likely to forgive such an individual for the occasional mistake, as their overall contributions are positive. If a particular employee consistently works hard, beats deadlines and exceeds performance targets, they're naturally going to receive favourable treatment because they've earned it.

The first and most important step is to understand whether the behaviour you've witnessed is evidence of preferential treatment. If you witness or suspect that there's favouritism at your place of work, there are several steps you can take to address the issue. Throughout your career, you make encounter favouritism at your job. However, there are ways of addressing this. Often, people may find it challenging to separate their professional and personal relationships. However, in the workplace, it's professionalism and performance that ought to dictate recognition and reward. Some people naturally treat the people they like better than others. A personal relationship or other connection between the supervisor and their favourites often causes favouritism.

If someone receives a promotion because they consistently get the best results, they deserve it. Remember is that it's only favouritism if there's no performance-related justification for the preferential treatment. This can mean that they treat them better, consider them over others for promotions, overlook their mistakes or grant them more responsibilities. Related: Key Attributes of Professionalism in the Workplace What is favouritism at work?įavouritism at work is when someone in a leadership position shows excessive and unjustifiable favour for certain employees over others. In this article, we explain what favouritism at work is, how to prevent it. However, it's also straightforward to correct and address this issue. Whether it's intentional or otherwise, favouritism can cause unfair employee treatment and feelings of awkwardness. In almost any professional environment, it's important to recognise and understand the concept of favouritism at work.

Unalc preferential treatment of employees