The Ugly Truth About Favouritism in the Workplace

We’ve all been there. That one colleague who gets all the praise, the promotions, the perks—not because they’re the best, but because they’re the boss’s favourite. It stings, doesn’t it? You work hard, stay late, deliver results, yet somehow, the golden child always gets the crown.

Favouritism in the office isn’t just unfair—it’s toxic. It kills morale, breeds resentment, and turns a once-motivated team into a group of clock-watchers just waiting for payday. And in a country like South Africa, where workplaces are a melting pot of cultures, backgrounds, and struggles, playing favourites doesn’t just hurt feelings—it deepens divides.

The Unseen Wounds of Favouritism

Imagine this: You’ve been at your company for years. You know the systems, the clients, the unspoken rules. Then, out of nowhere, the new hire—the one who laughs a little too loud at the boss’s jokes—gets the promotion you’ve been eyeing. No explanation. No justification. Just a slap in the face wrapped in a corporate email.

It’s not just about the missed opportunity. It’s about the message it sends: “Hard work doesn’t matter. Loyalty doesn’t matter. What matters is who likes you.”

And the worst part? It’s contagious. Once favouritism takes root, people stop trying. Why bother giving your best when the game is rigged? Teams fracture. Whispered conversations happen in kitchen corners. Trust erodes. And before you know it, the office feels less like a workplace and more like a high school clique.

The Brown-Nosing Epidemic

Let’s call it what it is: sucking up. Some people are just better at playing the game. They remember the boss’s birthday, laugh at their mediocre jokes, and suddenly, they’re the chosen one. Meanwhile, the quiet worker—the one who actually gets things done—gets overlooked.

In a country as diverse as ours, this hits harder. Some of us were raised to keep our heads down and work hard. Others were taught that networking is everything. But when favouritism overrides merit, it doesn’t just hurt individuals—it undermines the entire team’s belief in fairness.

What Can We Do About Favouritism?

1. Speak Up (Tactfully)
   If you see favouritism affecting morale, address it—professionally. Frame it as concern for team dynamics rather than personal grievance. A good leader will listen. A bad one? Well, that tells you everything you need to know.
2. Focus on What You Control
   You can’t force the boss to be fair, but you can control your own growth. Document your achievements, seek feedback, and if the environment stays toxic? Maybe it’s time to find a workplace that values you.
3. Be the Change
   If you’re in a leadership role, fight favouritism. Reward effort, not ego. Recognise the quiet heroes. A team that feels valued is a team that performs.

Final Thought: Fairness Matters

At the end of the day, work isn’t just about paychecks—it’s about dignity. It’s about knowing that your effort means something. When favouritism takes over, that dignity fades. And in a country where so many of us are already fighting for recognition, the last thing we need is an office that makes us feel invisible.

So here’s to the hard workers, the overlooked, the ones who deserve better. May we find workplaces that see us. And may the brown-nosers someday realise that real respect isn’t given—it’s earned.

(And if you’ve ever been the favourite? Check yourself. Because one day, the boss might change—and then where will you be?)