Ever wondered whether your employees perceive that you are biased? It is important to maintain a consistent, fair leadership style. It can be challenging to achieve this.
To manage a team, it’s more complicated than treating everyone the same. It can be different depending on who is working on the project and how the team members interact with each other.
We spoke to an actual manager about her experience and how she is fair as a supervisor.
Judy Sheriff is Vice-President of Demand at Refine Labs
Judy has been working in digital marketing for a little over a decade, and in people management throughout her career. She was responsible, from her very first position, for hiring, coaching, and managing a team.
She loves to work with people, support their career development and help them grow. She says: “I love getting to know people, and I enjoy understanding what motivates them or doesn’t.
What is the interview like?
- What is a fair-minded manager and what does this mean?
- Why is fairness in management important?
- 5 tips for being a fair manager: Judy
What does being fair mean for a manager?
Judy believes fairness is at the heart of being a great leader. She says that being fair is the foundation of some core skills like transparency, active listen, and giving direct feedback. Fairness is an important component of being a good manager.
To be a fair manager, you must also learn more about your team members. When you know how people like to be managed, you can adapt your style of management. Judy achieves this through building relationships with her employees.
Why is fairness important in management?
Judy says that being unfair can lead to the demotivation of team members. This will eventually affect their performance and engagement. Managers who favor certain team members can make them feel undervalued. When people do not feel appreciated or recognized they may begin to question if it is worth the extra work.
Judy says that being unfair towards employees and teams will have a negative effect on your success as leader. If you don’t treat people fairly, they might lose trust in you. This can lead people to doubt your leadership.
Judy’s five tips on how to be a ethical manager
How can you as a manager implement fairness in your work? Here are some of the most important things we learned from Judy.
1. Check in on you and your team
You should schedule time to review your own performance and that of your team. You can review your direct reports’ list and note any questions or commitments you may have for them. You can be sure that no one is left in the dark. As Judy did, this is a good opportunity to contact everyone individually.
“I schedule time in my daily schedule for a check-in with my team or a reflection. This morning I sent a text message to everyone on my team asking, ‘How are you doing today? How was your week-end? Do you need any help? “It’s morning.”
2. Time can be used as a measure of fairness
The time of every manager is valuable. Judy suggests you check your schedule to see if your team is being treated fairly. You should plan your week according to the needs of your employees.
“Time is a great measure of fairness when it comes to management.” It’s very important to me to make a conscious attempt to reach out and check in on those who don’t seem to be as proactive. You ask “Is there someone I haven’t talked to in a very long time?”
3. Understand the difference between equity and equal opportunity
Fairness doesn’t mean treating everyone equally. You want to become a leader that is fair and able to adapt to the needs each employee. This might mean giving stars performers more autonomy and taking the time to coach and develop team members that need more support.
It is more important to pay attention and grow in proportionate amounts. It’s not unfair to your whole team if a few of them are stars. You just need to find a way to let the other members of your team shine.
4. Recognize all team members
Judy’s second concrete method to act fairly towards her team involves keeping track of who she recognizes, and how often. It is important to give employees recognition to keep up motivation and engagement at work. This will result in happier and more productive employees and teams. Appreciation is not only for the stars on your team.
“I’m always on the lookout for quieter moments that deserve recognition.” Many people are involved in the background, but they aren’t always the ones who are highlighted. It is important to acknowledge the work that people do behind the scenes, even if it may not be in the spotlight.
Recognition Idea Judy shouts out a team member each week at the Monday team meeting. Each week, she chooses a different person to be recognized for hard work.
5. Share who you are to build relationships
When managers have friendships with employees, it can create a sense of unfairness. Some team members might feel excluded or that their manager is favoring an employee because they are friends. Judy builds personal relationships with her team and discovers things they all have in common.
“You will usually find something to share with anyone.” We have become close because we are both only-children. “I’m an avid reader and another member of the team is also one, so we talk about our reading lists.”
Fairness is a sign that you care
Every leader must be fair. Even more so if you’re leading a team. They want to know that their manager has their best interest at heart. Your leadership style should include fairness. This will help you build trust and a stronger team.