As HR professionals, we’re the ones responsible for keeping the employees at our organizations happy and productive. This goal is hard to reach if there is favoritism or nepotism on the job, especially if it’s allowed to grow unchecked. Favoritism is exactly what it sounds like: favoring someone not because he or she is doing a great job, but for reasons outside of the job performance. For instance, a manager consistently offers an employee the best and most highly-regarded projects, even though that employee does not perform well enough to deserve them. Or perhaps an employee is offered a promotion over someone else who has been at the company longer and has more experience. Perhaps they worked together previously and have a shared history, or maybe they have bonded over common outside interests, like sports or music. Another form of favoritism is nepotism.
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In a work situation, family members may be hired, promoted, or otherwise unfairly favored over other candidates, simply because they’re part of the family. When either favoritism or nepotism takes place in the workplace, the effect is usually the same. It leads to a number of negative results, such as: Now that you know how damaging favoritism and nepotism can be to your employees and your company, your next step is to recognize it and deal with it when it occurs. Here’s how. The fight for top talent is raging in the ranks of recruiters. It’s a competitive market, and if you’re not prepared, you may lose the war. Upgrade your staffing process with improved Talent Management Strategies. Andreea is an experienced HR professional, with a specialized background as HR in IT companies. Her areas of expertise are: recruiting, retention and company promotion. She is experienced in designing and implementing policies, procedures, and motivational programs, in coaching new hired/promoted managers and mentoring HR new employees. Favoritism and nepotism can never positively influence the office environment, they are like a time bomb and when it comes to zero time, not only office environment suffers, but the foundations of the organization’s culture may shattered. Favoritism and nepotism ruin everything you tried to create and develop in your company – trust, loyalty and understanding. I don’t think that a single employee who you favor is worth this loss. I think only those managers can become true leaders whose management style wasn t affected by these phenomena. Of course, every manager always has someone s/he likes more than other employees, but it shouldn t affect the way those employees are treated. It starts at the TOP. .
When people are no seen for who they are and what they are strong in passed by. How can any company run right? ? What about someone being accused of unjustified favoritism? I have had priveleges and pay increases not given to me because other employees insecurities and accusations of being the favorite. And I have continuously stepped up to take on additional responsibilities, put in extra time, and suggest ways to streamline and improve our efficiencies (which were implemented) to try to further my career. How does a person deal with that side? I am a doctoral student at Walden University. I am in my fourth and final year of the program and I have decided to center my dissertation on the practice of favoritism and its influence on the working environment. My perception is that its practice is unethical and unprofessional. I have witnessed its practice for two of my former employers and is the ultimate reason why I sought employment elsewhere. I am looking to gather as much data as I possibly can on the subject matter. I recently just felt the effects of favoritism, I joined a company six months ago and have all my qualifications and have been fully trained up and capable of doing all duties of work. A colleague that was going through her last year of study was still being trained and still has the title of a trainee. She just finished her degree but is not fully trained up and does only half my duties. She however has the connections, being the boss s wife s bff. A role has been placed out and we both applied for it. In the meeting, I have been told I was not successful, (a slap in the face) and further more they decided to give it to the trainee, the next thing they told me was that due to her new role, I will be taking on more work to cover her absence (another slap to the face). I am a bit stuck at what am I do to next, and I am pretty sure she knew she had the position.
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If you work for a large family owned company and in a no fault state, there is nothing you can do. The family members daughters at the place I work are always getting promoted, getting special assignments, and rarely show up to work, causing others to carry the weight and resentment. They don t abide by policy, or dress code. They leave whenever they want, and everyone kisses their butt because they are afraid they will be fired. One guy DID get fired after working for our company for over 68 years, because the owner didn t like the way he treated one of her friends, outside of the workplace. I didn t think this was legal, since it had nothing to do with work, but he filed a claim against the company and lost. I m looking for another job after 66 years with my current employer. The boss hired his son in law 7 years ago. The son in law has a financial degree unrelated to our business. He has to be constantly reminded how to do basic duties by the rest of the staff. He was promoted today as our supervisor. I have a business degree plus tons of experience and was passed up, nepotism at its finest. Other employees who were also qualified were not considered. It s left me feeling very low and resentful. I no longer feel passionate about anything in that company. Most articles on the subject of Nepotism in the workplace will tell you to see the HR department about the problem that exists. What do you do when the one and only HR person feels that he is running the company? Most employers look down on negativity in the workplace, so considering that you would be talking to someone who thinks they are the boss, severe consequences are the result. This is how the company I work for runs.
I ve sat in meetings where he would say things like, We are an at-will company. We can do whatever we want. We are a family-first company. My question is, what do we do? Everyone in the production department is down and depressed. They don t trust anyone. They can t talk to HR because he makes the rules. To make matters worse, he has a few relatives there. They work with production (the bottom feeders) for a week, then get promoted to a desk job up front. The company took $9/hr away from a production worker while promoting relatives. To make matters worse, when the company changed insurance plans, the out-of-pocket expense went up for everyone. So they gave everyone with family a 55 cent raise. Oh, there s one girl getting ready to marry. Word is that she s going to be fired right her beautiful night. She s one of the targeted ones. Yes, there are others. I have currently worked in the oil field for the past 8yrs and due to the oil price going down our rig was put back in the yard. A month later our rig went back out for a 6 well package and the superintendent son was put out to work on it. We were always told that the higher you get in the field the better off you are at securing your job.
Well as it comes down to it the superintendents son is just a hand and the rest of us that are drillers and Derrick men have not got the opportunity we were suppose to receive when we were told. I was wondering if there is anything that can be done to the company or him as the superintendent for loss wages while they are working and we are sitting at home drawing unemployment. I have been working at the same company for over 5 years and in various departments. I m casual employed so my situation is even harder. All so other staff members including myself with more experience have been demoted to accommodate this promotion. In no way does this young fella have the knowledge or the experience to fulfill this job. For me to go to HR could cost me my job. A manger who is more then will to just write me off the roster bc he feels like it. Don t know what to do I feel degraded Humiliated among other staff members who feel for me and see this as beinng very wrong. It is even effecting my ability to work i just don t want to be there and i truly believe the manger does not want me to be there. I completely understand your situation. I put in a two week notice and things got worse for me. I could see from the beginning how bad most managers are where I m able to leave and I ve had problems with a specific manager but I believe I hide it very well and no one has a clue. Today I was sent home early for no good reason. Yes this is my opinion but I m sure the manager doesn t like me and caused a little inconvenience just so she can send me home when I was involved in the situation. I don t know why she would send me home and make things more difficult for her but I m sure it s somewhere along the lines of favoritism. There are two co-workers that I m sure get along very well with said manager and they happen to have much more work hours than anyone else I ve asked. Every time I m working and those two employees are there and that manager is on duty, I see favoritism. When I walk in they all avoid eye contact and try to avoid me the whole shift.
Avoiding me the whole shift and not having proper training and tools in place is the reason things went slightly wrong and I was sent home early. It all could have been avoided if someone (possible intentionally) had a walkie-talkie up front. My current manager favors one guy, who was hired based on a recommendations by my manager s Husband. I found out a year later, and now i understood why he was getting weekends, and light work.