The Golden Child Dilemma: Navigating Favoritism In Leadership

Have you ever had an employee you just "clicked" with? Because of the connection, you provided them with opportunities other employees may need to receive. Several years ago, after observing the impact of this type of favoritism, I started using the term "Golden Child Syndrome." In an organizational context, a "Golden Child" refers to an employee highly favored by management who often receives special treatment, recognition, or opportunities. Leadership sees this employee as exceptionally talented, reliable, or promising. They are given more opportunities for career development, promotions, and resources than their peers. The "Golden Child" is perceived as the model employee and may enjoy a close relationship with key decision-makers. This dynamic often leads to feelings of favoritism and resentment by their peers.

Having a "golden child" or favored subordinate can cause long-term and serious ramifications that negatively impact the overall cohesion of the organization. This type of favoritism can negatively impact team interactions and overall organizational productivity. Here are some of the potential impacts:

1. Lower Levels of Morale Inequality: Other team members feel devalued and demoralized when they perceive the golden child is receiving special treatment without deserving it. Resentment: Favoritism can breed resentment among team members, leading to a toxic workplace culture.
2. Reduction in Team Cohesion Division: Golden Child favoritism can create cliques within the team, dividing it into favored and non-favored groups. Communication Breakdown: This divisiveness can lead to poor communication and collaboration, limiting team effectiveness.
3. Inhibited Professional Development Lack of Opportunities: Non-favored employees might feel their opportunities for growth and advancement need to be improved, leading to feelings of stagnation and potentially exiting the organization. Skill Development: Because the golden child receives opportunities to grow and develop, other employees may feel overlooked for such opportunities, causing resentment and discontent.
4. Loss of Talent Attrition: High-performing employees who feel overlooked may leave the organization, resulting in the loss of valuable talent. Reputation: The organization's reputation may suffer when others outside it discover this golden child dynamic, making it harder to attract and retain top talent.
5. Group Think Lack of Diversity of Ideas: A homogeneous group of favored employees may limit the diversity of ideas and perspectives, leading to "group think," which can stifle innovation. Risk Aversion: Non-favored employees might avoid taking risks or suggesting new ideas because they feel their contributions are unimportant.

Mitigation Strategies

1. Awareness and Acknowledgement: Recognize the Problem: Acknowledge favoritism within the organization. Self-Reflection: Leaders and managers should reflect on their behaviors and biases contributing to this issue. Consider hiring an executive coach to work with them on problem recognition, addressing their professional biases, and improving their ability to work with employees fairly and equitably.
2. Transparent Policies and Procedures Standardize Procedures: Implement clear, standardized processes for promotions, rewards, and recognition to ensure fairness.
3. Open Communication and Consistent Feedback Create a Feedback Loop: Provide regular, constructive feedback (including stay interviews to gauge employees' commitment to staying in the organization) on performance and development interests.
4. Consistent, Fair Recognition and Rewards Process Ensure Metrics Are Objective: Use objective metrics to recognize and reward employees consistently across the organization. Balanced Recognition: Recognition programs should highlight a diverse group of employees.
5. Create an Inclusive Organizational Culture Promote Diversity and Inclusion: Incorporate the tenets of diversity and inclusion into your organizational culture and foster an environment where all employees feel valued and respected. Team-Building Activities: Organize team-building activities like ideation challenges to encourage collaboration and mutual respect among employees.

While often unintentional, favoritism in leadership can significantly negatively impact team morale, cohesion, and overall organizational effectiveness. Leaders must recognize and address the golden child syndrome to foster a more equitable and productive workplace.

Engaging with these strategies can help mitigate the negative impacts of favoritism and foster a more equitable and productive workplace.

Contact Workplace Transformations to learn more about additional interventions you can implement to mitigate the "Golden Child Dilemma."

#Fairness #Culture #Inclusion #Diversity #Team