The Evenhanded Manager at Work: Four Characteristics of Fairness
Published: Tue, 05/16/17
The Evenhanded Manager at Work: Four Characteristics of Fairness
Too often, those who rise to positions of power in the white-collar workplace are more concerned with holding tightly to their limited power, rather than liberally sharing trust, responsibility, and empowerment in order to boost that power. They fail to understand a basic reality: that while some people will take advantage of you if you’re a laissez-faire manager, most will try harder than ever to prove
they’ve earned what you’ve willingly offered.
Wherever you fall on the managerial scale, realize that fairness and the perception of it are a very big deal to your employees, determining in large part how willing they are to engage with their jobs, put in overtime when needed, and make sincere efforts to boost their productivity. You may find it necessary to do a check-up of your own opinions, research fairness, and make a concerted effort to
put fairness into play in order to get the productivity you need out of your team.
Three basic factors contribute to a perception of fairness: an even distribution of rewards; consistency; and interaction with your workers. Each of these factors splits out into numerous characteristics that could, all by themselves, provide fodder for a whole book. Due to space limitations, I’ve funneled them down to the following four...
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Scott Halford is a writer and long-time educator of businesspeople worldwide. He focuses on brain-based behavioral science, emotional intelligence, critical thinking, and influence. In 2014, Scott was inducted into the National Speakers Speaker Hall of Fame. He has been the Brainy Busine columnist for Entrepreneur.com, and blogs for Huffington Post. Scott is the author of the Wall Street Journal best-selling book, Activate Your Brain,
and Be a Shortcut – The Secret Fast-track to Business Success.
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This week's post is about things you can do to maintain fairness with your employees, but fairness should be more than just a personal goal of yours. If you really want to see impact, make fairness a standard by weaving it into your company culture, so that the business as a whole benefits. I have a short video on company culture that you can check out
here – Video: Business Culture.
