Dont Make This Mistake - Performance Management Or Favoritism

Why are you drawn more towards some people than to others

?

Could it be - because of parallel backgrounds, collective interests, a common approach to work or life in general?

What is the downside of these natural affinities?

These natural affinities interfere with your sound judgment about people you work with.

This is one of the mistakes that many leaders commit and are unable to recover before they have lost the game.

What should you do?

I recommend that you please watch your own behavior before people lose trust and confidence in you or display lack of loyalty towards you or perform mediocre work.

Keep a close watch on your propensities towards inadvertent favoritism

Even if you dont notice, every action of yours is monitored minutely by the people you manage. People enter jobs expecting that they will be judged on how well they perform. Logically, what is the incentive for anyone to perform well if rewards and success are based on your likes and dislikes?

So, next time if you are tempted to favor someone over another, please question yourself

I urge you to rethink how you consistently handle this decision when you are tempted

Be aware of when you're tempted otherwise it'll be too late

This is a simple first level leadership lesson often ignored by many new managers.

Remember: Favoritism or the perception of favoritism is inevitable. However, you know the truth. Guard the truth with your integrity and reward people with performance and not based on your personal likes and dislikes. The perception will become a reality.

Here you can learn more about performance appraisal meeting, employee motivation, management styles and much more.

by: Ronen Cohen

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