Fairness today pays off tomorrow

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in Leaders & Managers,Performance Reviews

With legal eagles watching your your key points every move, it’s now more important than ever to treat all employees fairly. But even the best-intentioned managers can fall into playing favorites and using double standards. Here’s how to be fair:

Delegate evenhandedly. Find out each employee’s career goals and interests. Then delegate the tasks most stimulating for each person. Don’t assign the most coveted or boring jobs to the same person repeatedly or assume that only certain employees can tackle high-profile projects.

Balance your “face time.” Track the time you spend with employees. You should remain equally accessible to everyone and initiate contact regularly with even the most quiet, aloof or obnoxious workers.

Spread the same message. If you’re disseminating information, do it once—the right way. Announce developments to the troops in a timely manner without leaking details to “trusted” employees in advance.

Give proportionate rewards. When you recognize and reward people, make sure you’re using objective criteria to measure performance. Giving away $100 for a mediocre idea—and then barely acknowledging an even better suggestion—exposes you to ridicule.

Welcome new hires—consistently. Give all newcomers the same orientation. When two people start in similar positions, invite them to the same staff meetings and company outings. Promise that they’ll have performance reviews at the same time.

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