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Feb 13, 2023
Brenda R. Smyth, Supervisor of Content Creation
A salesperson resigned abruptly from a job she had held for several years. Her exit interview pointed to her boss’s favoritism in project assignments as the primary reason for her decision to leave. After her departure, the HR director spoke with the manager. The accusation caught the manager by surprise. The employee never once mentioned her concerns, and the manager sincerely believed she assigned projects objectively within a series of given constraints.
Favoritism happens. Some people just click better. And certainly when it happens in the workplace—and better assignments, praise, promotions, even raises don’t seem to line up with merit—it can be extremely frustrating (especially if you’re not the favorite).
Leaving a company is definitely a way to get your point across—you won’t tolerate favoritism. But, in this particular case, there are steps the employee should have taken prior to resigning—steps that could have cleared up the issue, or at least given voice to her concerns.
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Step back and objectively assess. Don’t take it personally, suggests Michele Towers of Strong Tower Coaching. It’s not about you, but rather about the other person. If you can take a step back, you’ll be better able to objectively assess the situation, agrees James Stith of Blue Phoenix.
Workplace favoritism might be a sign of bad management. Or, it might be a sign that you need to step up your game. Take time to assess the situation objectively. Then take steps to up your own game … or move on.
Brenda R. Smyth
Supervisor of Content Creation
Brenda Smyth is supervisor of content creation at SkillPath. Drawing from 20-plus years of business and management experience, her writings have appeared on Forbes.com, Entrepreneur.com and Training Industry Magazine.
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