It can be incredibly disheartening to work in an environment where favoritism is common. You might see certain colleagues consistently receive the best projects, more praise, and faster promotions, not because of their performance, but because of their special relationship with a manager. This unfair treatment can damage your motivation, confidence, and overall job satisfaction. Recognizing and navigating this tricky situation is key to protecting your career and your peace of mind. You have the power to handle this challenge professionally and maintain control over your own success. We’ve got you covered with a guide full of practical tips to help you manage favoritism and thrive, even in a difficult environment.

What is Workplace Favoritism?

Workplace favoritism is when a manager or person in power gives preferential treatment to an employee for reasons other than their job performance. This special treatment is often based on personal liking, a shared background, or a friendship, rather than objective merit. It’s different from a manager simply getting along well with a particular team member. Favoritism involves tangible, unfair advantages that create an unequal playing field for everyone else. This practice can seriously undermine team morale, reduce productivity, and lead to high employee turnover as talented people leave to find fairer opportunities.

Common Signs of Favoritism

Favoritism can be subtle, but there are often clear patterns that emerge over time. Knowing what to look for can help you confirm that what you’re seeing is a real issue.

  • Unequal Distribution of Work: The favored employee might consistently get high-profile, exciting assignments that lead to visibility and growth. Meanwhile, other equally or more qualified employees are given routine, less desirable tasks.
  • Disproportionate Praise and Recognition: A manager might publicly praise the favorite for minor accomplishments while ignoring significant achievements from others. This person's contributions are always highlighted, while yours may go unnoticed.
  • More Lenient Rules: You may notice that the favored employee gets away with things others wouldn't, like frequently arriving late, taking longer breaks, or missing deadlines without consequences. The rules seem to bend for them.
  • Exclusive Access and Information: The favorite often has more one-on-one time with the manager and may be included in meetings or decisions that others at their level are left out of. They become an "insider," giving them an unfair advantage.
  • Biased Performance Reviews: Despite similar or even superior performance, you might receive a less enthusiastic review than the favored employee. Feedback can feel subjective and not based on concrete metrics.

Seeing these signs can be validating. It shows that your feelings of unfairness are likely rooted in a real and problematic dynamic within your team.

Practical Steps for Navigating Favoritism

Feeling overlooked can make you feel powerless, but you can take control of the situation. A strategic and professional response will help you protect your career and your well-being.

1. Maintain Excellent Performance

Your most powerful tool is your own work ethic and performance. Strive to be so good at your job that your contributions are undeniable.

  • Exceed Expectations: Consistently meet your deadlines, produce high-quality work, and look for opportunities to go the extra mile.
  • Track Your Achievements: Keep a detailed record of your accomplishments, successful projects, and positive feedback from clients or colleagues. This “brag file” provides concrete evidence of your value during performance reviews or when discussing your career growth with your manager.
  • Be a Problem-Solver: Position yourself as a go-to person for solutions. Your reputation for excellence and reliability will become your strongest asset.

Your consistent, stellar performance builds a strong case for your value, independent of any office politics.

2. Document Everything Objectively

Just like with other workplace issues, clear documentation is crucial. Keep a private and factual log of instances of favoritism. Your goal is to identify a pattern of unfair treatment, not just a single event.

For each entry, include:

  • The specific situation: Note the date, the people involved, and what happened.
  • The evidence: For example, "On [Date], the lead role for the new XYZ project was assigned to [Favored Employee], despite my expressed interest and five years of experience with similar projects. [Favored Employee] has one year of experience."
  • The impact: Describe how the decision affected your work or career opportunities. For example, "This prevented me from gaining valuable leadership experience."

Keep your notes objective and focused on facts, not feelings. Store this log in a secure, personal location—not on your work computer.

3. Build a Wide Network of Allies

Don't let favoritism isolate you. Instead, focus on building strong, positive relationships throughout the organization.

  • Connect with Different Departments: Make an effort to get to know colleagues outside of your immediate team. These relationships can provide you with support, new perspectives, and potential opportunities.
  • Find a Mentor: Seek out a senior colleague who you respect and trust. A mentor can offer valuable guidance on how to navigate the company culture and advocate for yourself effectively.
  • Be a Great Teammate: Offer help, share knowledge, and collaborate genuinely with your peers. Building a reputation as a supportive and reliable colleague will earn you respect across the board.

A strong professional network acts as a support system and can open doors that might otherwise be closed.

4. Increase Your Visibility

You need to make sure your hard work is seen by people beyond your direct manager. This isn’t about being boastful; it’s about strategic communication.

  • Speak Up in Meetings: Share your ideas and contribute thoughtfully to discussions. This demonstrates your engagement and expertise.
  • Send Update Summaries: Provide regular, concise email updates on your project progress to your manager, and consider copying other relevant stakeholders when appropriate. This creates a written record of your contributions.
  • Volunteer for Cross-Functional Projects: Getting involved in projects with people from other teams is a great way to showcase your skills to a wider audience.

When more people are aware of your excellent work, it becomes harder for your contributions to be overlooked.

Deciding Your Next Move

After you’ve taken these steps, you need to assess the situation and decide on the best path forward for you.

Having a Conversation with Your Manager

This can be a delicate step. You might consider having a conversation with your manager focused on your own career growth, rather than directly accusing them of favoritism.

  • Frame it Positively: Schedule a meeting to discuss your career path. You can say, "I'm really committed to growing with the company and would love to discuss what I need to do to take on more challenging projects like the XYZ initiative."
  • Use Your Documentation: Bring the record of your accomplishments to the meeting. Use it to showcase your readiness for new opportunities.
  • Ask for Clear Goals: Request specific, measurable goals for you to achieve to be considered for the types of roles or projects you desire. This makes it harder for decisions to be based on subjective feelings.

When to Consider Other Options

Sometimes, despite your best efforts, the culture of favoritism may be too deeply ingrained to change. Your well-being should always be your top priority.

Ask yourself honestly: Can I succeed and be happy in this environment long-term? If the answer is no, it may be time to start exploring other opportunities. A workplace that causes constant stress and frustration is not sustainable. Updating your resume and starting a quiet job search can be an empowering step toward finding a company that values fairness and rewards employees based on merit. You deserve to work where your hard work is truly appreciated.