When people in positions of authority give unfair and privileged treatment to people they know, usually friends and family, this is known as nepotism. Special treatment can include giving a chosen person a job, increasing their income or benefits, or giving them more and better possibilities within the organization.
The word “nepotism,” which comes from the Italian word for nephews, originated in the middle of the seventeenth century when popes and bishops began giving their family members-especially their nephews-special treatment and promotions. Their illegitimate sons were often their “nephews.” Consequently, the notion of nepotism surfaced.
Nepotism in the Workplace:
This type of nepotism usually shows up when a leader hires or promotes someone purely out of favor rather than considering their qualifications. Confronting nepotism can be challenging, particularly if you suspect a manager of engaging in it. You should talk to your human resources representative if you think a manager makes biased decisions. As a leader, you should base judgments on a person’s qualifications rather than your relationship with them in order to avoid nepotism.
Nepotism’s effects include your employees losing faith in you if you give preference to a family member. Because people would perceive you as a weak and unreliable leader, they would reject your guarantees.
A bad example of growth: Team morale suffers when favoritism becomes into the sole and easiest path to promotion.
Increased turnover:
- Giving preference to unworthy workers can irritate others who are deserving of the chance. They will consequently begin to go from your group or business in quest of an environment where their abilities and background are respected.
How to deal with workplace nepotism:
Everyone receives the same treatment.
Put in place a policy against nepotism.
Discuss your relationship with the new hire honestly. Tell your staff about the friend or relative you employed, rather than waiting for them to find out.
Ask your new hire to prove their competence and credibility. Motivate them to build connections and gain the team’s confidence.
Inform your human resources department if you observe instances of nepotism at work.
Nepotism in the workplace examples include:
Example 1: Sarah is a Product Manager at ABC Company. She has three subordinates, including her nephew Andrew. Sara recommended Mark, who is less knowledgeable and experienced than his peers, when a promotion became available.
Example 2: Jack “The Manager” drafts a job description that takes into account his friend Jill’s experience and credentials when his company opens up a position for an experienced software engineer. Consequently, when Jill applies for the job, she seems like the perfect fit.
Example 3: Marc wanted his friend Anthony to get hired as a business analyst. Marc was the HR executive at ABC Company. Marc provides Anthony with advance notice of all interview questions and evaluation information because he oversees the interview process for this role. Anthony is therefore at a serious disadvantage in comparison to the other applicants.
Example 4: The owner, Jake, wants Jenny to take over the business as he prepares to retire. Jenny doesn’t currently have any business management experience or knowledge. Additionally, she had no mentorship for the role. Instead of a firm employee with relevant expertise and business management knowledge, Jenny is granted this opportunity because of her relationship with the owner.
