Bosses who claim they don’t have favorites are lying!
They’re lying to you and they’re lying to themselves.
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I don’t know why they bother lying; I believe having favorites is perfectly acceptable.
Please note, “having favorites” and demonstrating “favoritism” are not the same thing. Giving an employee unfair preferential treatment at the expense of another is rude and wrong, and you should be ashamed of yourself if you are doing that.
I have had my share of favorites…shoot, I still do! Why? Because they are trustworthy.
Trustworthiness can be defined as:
- Ability to be relied upon to do or provide what is needed or right.
- Being worthy of someone else’s confidence
- Deserving of trust
Trust can be defined as:
- The firm belief in the reliability, truth, ability, or strength of someone or something.
- The confidence placed in a person by making that person the nominal owner of property to be held or used for the benefit of one or more others.
- The confident allowance of someone to have, use or look after someone or something of importance of value.
- The placement of reliance upon someone or something else for which one has little control.
My favorite employees are those who have proven themselves worthy of being trusted in a time where deception, cheating and/or complacency is commonplace!
My favorite employees give me freedom.
I am free from worry, free from time, and free from effort when I delegate work to them. They do what they are asked to do and often take the initiative to do more.
My favorite employees ask questions when they are unsure of what to do or if they want to clarify something.
They don’t guess when guessing is too risky and they don’t go into unchartered territory unless they have permission to explore around.
My favorite employees know how, and are willing to represent me.
I am confident they will make decisions that are in the best interest of my business and do what is reasonably necessary to protect my business’ reputation and brand.
My favorite employees take care of things.
I can rely upon them to pro-actively tackle a problem logically and objectively, all the while contemplating numerous perspectives to ensure the solution is fair and just.
My favorite employees are consistent in their positive behavior and performance.
They do a great job being fully present at work and have demonstrated a commitment to professionalism.
My favorites prove themselves worthy of my trust.
In turn, I show them I trust them by doing a few things myself.
- I let them do their jobs without micro-managing them and without controlling or prescribing the means and the methods of how they do their work.
- I empower them to make decisions and/or take reasonable risks, and I forgive their mistakes when they, undoubtedly, happen.
- After figuratively “transferring my power” to them and supporting them publicly, I allow them to reasonably represent me and my business’ interest.
- I give them access to the tools and resources necessary to do their jobs.
- I give them freedom to work in a manner that works best for them.
You could ask my team what happened when I did these things for them. They would probably say they held themselves to even higher standards of reliability, dependability and accountability and, indeed, trustworthiness.