Every employee wants to be appreciated for his/her work and performance. But nepotism is still prevalent in the corporate circuit and is causing several hindrances. We suggest a few ways to deal with it.

In the workplace when someone or perhaps a group of people appears to be treated better (read: favorably) than others and not necessarily for reasons related to superior work performance it is referred to as nepotism. It can also be seen in cases where the supervisor is favoring a relative at the workplace and providing that particular person with more facilities than other employees working in the same office. It is a demoralizing factor for an employee who is a part of such an organization. Nepotism is a threat to an organization and needs to be dealt consciously wit before letting it creep into the system. The role of HR, in some ways has heightened and accentuated in this regard and is crucial towards dealing with the problem of nepotism.

In present times this subject has become a very sensitive issue causing a lot of stress thus leading to a drop in commitment levels of employees, employee dissatisfaction and the ultimate decision to move on from the present company. The problem of nepotism creeps into the working of an organization when the senior management officials start favoring family members or friends often with no regard to the person’s suitability for the job. This also has its impact on virtually all functions of HR, including hiring, performance evaluation compensation ad succession planning.

Nepotism can make other employee feel insignificant and their contribution to the business goals of the organization look brushed away. This causes a deep indent in the minds of the employees and such an unfair practice leads to the problem of maintaining discipline in the workplace. This arises from the fact that the employee feels that there is any which ways no fairness and justice in the office setting and hence there is no point in following the office decorum. This also gives rise to a number of other problems for HR to tackle and instead of handling these problems HR can better come up with policies that deal with nepotism at work.

Favoritism in certain firms can be considered as discrimination yet most employers deny its existence. Favoring one employee over another reduces morale, increase employee turnover and slows down career advancement. It inculcates the feeling that it doesn’t matter how one performs on the job what matters is the extent to which your superior favors you. And it is this favoritism that determines perks and promotions one will receive

The best way to prevent nepotism and avoid infringing the rights of the employees is to make employment decisions based on work related reasons such as their skills, competencies and experience rather than other unrelated things. If there is fairness and equality at the workplace employers can expect to earn their workers’ loyalty and dedication The decisions of an HR manager are most examined in areas of hiring and promotion and problems may arise if employees suspect favoritism or if the criteria for promotions and hiring appear to be different according to whether the person is a member of the owner’s family or a friends. The best way is to have a consistent approach, clear communication and heightened sensitivity to avoid such problems.

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