HBR IdeaCast
Why Managers Play Favorites – and How They Can Change
Jun 18, 2024
Ginka Toegel, a professor at IMD Business School and co-author of the article "Stop Playing Favorites," discusses the complexities of favoritism in management. He reveals how even well-meaning managers can develop biases that harm team cohesion. With insights on the psychological factors influencing favoritism, Ginka offers practical strategies for promoting fairness and inclusion. He emphasizes the importance of self-awareness in leadership and shares tips for employees on navigating these dynamics, ensuring everyone has a chance to thrive.
27:32
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Quick takeaways
- Managers' favoritism leads to unequal opportunities and eroded trust among team members.
- Leaders create in-groups based on similarity, impacting interactions and opportunities within the team.
Deep dives
The Negative Impact of Favoritism in the Workplace
Favoritism in the workplace can have detrimental effects on team morale and productivity. Studies show that a significant percentage of employees witness favoritism, with executives even admitting to having favorite candidates for promotions. Favored individuals receive preferential treatment based on relationships rather than merit, leading to unequal opportunities for growth and advancement. This behavior can lead to demotivation, hostility, decreased morale, and eroded trust among team members, ultimately impacting organizational performance negatively.
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