The Hidden Cost of Workplace Favouritism

You might not realise it’s happening—but your team definitely does.

Workplace favouritism can creep in quietly. A manager trusts one person more. Gives them better shifts. Turns a blind eye to their underperformance. Gives more praise to the same names over and over. It might not be intentional, but it’s noticed.

The damage? Massive.

Even one hint of unfair treatment is enough to make great team members stop trying. Why give 100% if someone else gets the credit, the praise, or the easier workload—just because they’re liked more?

Favouritism erodes trust. It kills motivation. It makes people feel undervalued, and over time, those people leave. Often, they’re the ones you can’t afford to lose.

Want a high-performing team? Start by making performance the standard. Not personality. Not tenure. Not “who’s loudest in the room.” Set clear expectations, give equal opportunities, and reward effort fairly.

And if you’re in a leadership role—ask yourself honestly:

• Do I hold everyone to the same standard?
• Do I give feedback evenly?
• Am I rewarding loyalty over performance?

Perceived favouritism, even when unintentional, creates resentment. Eliminate it—and you’ll see trust, morale, and performance all improve.