Playing favorites gets a bad rap — but is it always destructive? Certainly, managers should generally avoid unfair, demotivating practices such as giving preferable assignments, promotions, or other rewards to employees whom they like better rather than according to equitable metrics. But our new research suggests that when managed correctly, our natural tendencies both to pick favorites and to want to be picked can be harnessed for good.
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Summary.
While managers should strive to treat their employees fairly, it’s only natural for them to develop stronger relationships with some people than with others. The good news is, new research suggests that this sort of favoritism doesn’t have to be destructive. Specifically, if the “boss’s favorite” is perceived as expressing authentic rather than hubristic pride, researchers found that witnessing favoritism could actually motivate other employees to improve and build stronger relationships themselves. With the right approach, employees, managers, and leaders can build an organizational culture that celebrates positive workplace relationships and gives everyone the tools they need to grow and succeed.