NEPOTISM AND FAVORITISM
“We promote family values –
almost as often as we promote family members.
Unknown
According to Miriam-Webster, favoritism is the “showing of special favors” and nepotism is “favoritism based on kinship.”
Nepotism and favoritism become a problem when they are the norm rather than the exception in employment practices. That is, family members or favorite employees are considered over others for hiring, promotion, training, transfers and such not because of fit, skill or ability but simply because they are family members or favorite employees.
Nepotism and favoritism aren’t new.
Family-owned businesses are how this country got started. Naturally, family members have the advantage as nepotism is a part of their everyday business practices.
I guess there’s a side of me that says if you were born into the family, nepotism is your birthright, though I still believe your position within an organization should correlate with your skill set.
And favoritism has been a part of history since at least the early 19th century (I’m sure it goes back even further) when people would donate to a politician running for office and be rewarded with a job if he won. This practice became known as the “spoils system.”
Unfortunately for President James Garfield, his assassination in the 1880s was prompted when a man was denied his government job. Favoritism run amuck!
I guess it’s only natural that when looking at background, experience, and skills that if all things are equal a hiring manager will gravitate toward the person with whom they feel the most in sync.
But managers who intentionally favor certain employees without regard to the impact to the team and organization do themselves and their employees a disservice.
I’m not saying it’s easy. You like who you like.
However, to ensure that all team members have an equal opportunity as well as to maintain morale and to give your team a balance of talent and ideas it is important to avoid favoritism.
How? Start by focusing on the following “Open” things…
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Mindedness
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Don’t always go to the same person for help. Rotate projects and assignments so everyone gets a chance. This will enable you and the other team members to see where everyone’s strengths lie. Don’t assume someone is not interested or capable of performing because of a perceived difference. |
| Doors | Make sure to develop all your employees so everyone has an equal opportunity to improve themselves, gain new skills and advance in their career. Consider allowing people to choose assignments. If more than one person wants the same project, draw straws, let them takes turns or work on it together. |
| Communication | Talk about issues. Confront differences and perceptions about team members by examining your own biases as well as the biases of other team members. Not everyone will get along, but discussing conflicts when they arise will help to create harmony. |
