Interestingly, Most of the answer posted by members are AI EXTRACTS. It’s funny 😁 I believe as HR professional we Must work on Emotional Intelligence and utilise well proven behavioural theories Like :- 1. Fairness Heuristic Theory 2. Self Determination Theory 3.Implicit Bias Awareness 4. Cognitive Dissonance Theory 5. Equity Theory Are few 👆🏻

To address team favoritism concerns effectively, start by acknowledging the issue and ensuring that all team members feel heard. Have open, honest conversations with the team to understand their perspectives and identify specific examples of favoritism. Promote transparency in decision-making processes and ensure fair distribution of opportunities, tasks, and recognition. Set clear expectations for behavior and emphasize the importance of equal treatment. Implement team-building activities to foster collaboration and inclusivity. As a leader, lead by example, demonstrating impartiality and fairness in your actions, and actively seek feedback to ensure continuous improvement.

I would start by acknowledging the issue transparently and assuring fairness. Evaluate your actions to ensure objectivity, treating all team members equitably. Seek feedback through anonymous surveys or open discussions to identify perceived biases. Implement clear criteria for decision-making, recognition, and resource allocation. Encourage a culture of inclusivity and accountability, emphasizing open communication to build trust and foster a positive team dynamic.

Addressing team favoritism concerns effectively :- Start Listen and Acknowledge: Create a safe space for team members to voice their concerns without fear of judgment. Actively listen and remain open to feedback. Fairness isn’t just about avoiding favoritism—it’s about creating an environment where every team member feels valued and empowered to thrive.