Bengaluru Jail Scandal: A Lesson on Office Favoritism

    A viral video from Bengaluru’s high-security jail shocked everyone — criminals were seen enjoying VIP treatment. But the truth is, this same “favoritism” happen...

    Bengaluru Jail Scandal: A Lesson on Office Favoritism

    Avinash Chate - Corporate Trainer & Author - Inspirational Session at Airox Technologies Limited

    Office Favoritism: The Silent Morale Killer and How Smart Professionals Rise Above It

    Every now and then, a public incident shocks us because it exposes something we do not want to admit: when rules are bent for a few people, the entire system starts losing credibility. That same pattern shows up in workplaces more often than many leaders realize. I have seen this across teams, departments, and organizations during my work as a corporate trainer.

    Key takeaway: favoritism is not a small people issue. It is a culture issue that weakens trust, damages motivation, and silently reduces performance.

    When one employee gets repeated freedom without accountability while another is questioned for every small mistake, the message is clear. Performance is no longer the only standard. Perception changes. Energy drops. Commitment weakens. And over time, even good people begin to disengage.

    As Avinash Chate, a TEDx speaker and author of The Winning Edge, I have worked with 80+ organizations and seen one truth repeatedly: people can handle pressure, targets, and change far better than they can handle unfairness. Pressure can motivate. Unfairness demotivates.

    In this article, I want to help both professionals and leaders understand favoritism deeply, respond to it wisely, and create workplaces where trust is stronger than politics.

    Why Favoritism Hurts More Than Leaders Think

    Many managers assume favoritism is only about promotions or rewards. It is much bigger than that. Favoritism appears in who gets heard, who gets protected, who gets opportunities, who gets second chances, and who gets judged more harshly than others.

    Sometimes it is obvious. Sometimes it is subtle. A manager may not even call it favoritism. They may say, “I just trust this person more,” or “She understands my style,” or “He has been with me for years.” But when the same people keep receiving support despite weak behavior, while others must constantly prove themselves, the team notices everything.

    What happens next is predictable. People stop giving their best. Initiative reduces. Honest communication disappears. Team members begin protecting themselves instead of contributing openly. In leadership programs, I often say that culture is not built by posters on walls. It is built by what leaders repeatedly tolerate.

    This is where the KITE Leadership Framework becomes powerful. Strong leadership requires credibility, intentional action, trust, and emotional balance. The moment fairness disappears, trust collapses. And once trust collapses, performance becomes forced rather than inspired.

    When favoritism enters a workplace, merit leaves quietly.

    How Favoritism Damages Morale, Performance, and Growth

    Let us look at the real cost. Favoritism does not only hurt the person who feels ignored. It affects the entire team ecosystem.

    First, it damages morale. Human beings can accept tough feedback if they believe the process is fair. But if they feel others are protected regardless of behavior, they stop believing effort matters. This creates emotional fatigue.

    Second, favoritism reduces accountability. The “favored” employee may begin assuming that consequences do not apply to them. This weakens discipline and creates resentment in the team.

    Third, it blocks growth. High-potential employees need recognition, stretch opportunities, and visibility. When these are distributed based on personal comfort instead of merit, organizations lose future leaders.

    Fourth, favoritism weakens communication. Team members become cautious. They avoid saying what must be said. Honest feedback gets replaced by silence, compliance, or corridor conversations.

    I have seen this in training rooms where employees say, “Why should I speak up? The decision is already made.” That sentence is dangerous. The moment people believe outcomes are predetermined, ownership disappears.

    This is why leaders must pay attention not only to results, but also to the emotional climate behind those results. A team may still function for some time under favoritism, but it will not thrive.

    If this topic interests you, I also recommend reading The Workplace Blind Spot That Quietly Damages Performance. It connects strongly with how unnoticed behavioral patterns can slowly weaken team effectiveness.

    How Smart Professionals Should Respond Without Becoming Bitter

    If you are working in an environment where favoritism exists, the first challenge is emotional. It is easy to become angry, cynical, or withdrawn. But your long-term growth depends on responding with maturity, not reaction.

    My first advice is simple: do not let someone else’s unfair advantage become your excuse for self-sabotage. Protect your standards. Stay consistent. Document your work. Communicate clearly. Build credibility through reliability.

    Second, focus on visibility without drama. Many sincere employees work hard but assume good work will automatically get noticed. That is not always true. Share progress professionally. Update stakeholders. Ask for clarity on expectations. Make your contribution visible in a respectful way.

    Third, strengthen your communication. In many organizations, professionals suffer silently until frustration explodes. That is rarely effective. Learn to ask constructive questions such as: “Could you help me understand the criteria for this decision?” or “What specific skills should I develop to be considered for this opportunity?” Such questions show maturity and shift the conversation toward merit.

    Fourth, do not join toxic gossip circles. Complaining may give temporary relief, but it weakens your professional identity. Instead, build alliances with credible people who value performance and integrity.

    Fifth, keep growing. Favouritism may delay recognition, but capability compounds. When your competence, attitude, and communication become strong enough, your value becomes difficult to ignore. I have seen many professionals rise not by fighting every unfair moment, but by becoming too strong to be sidelined for long.

    For professionals navigating difficult workplace conversations, Salary Negotiation Secrets: How to Ask for What You Deserve With Confidence offers useful insight into speaking up with self-respect and clarity.

    What Leaders Must Do to Eliminate Favoritism

    Leaders often ask me, “How do I know whether my team sees me as fair?” My answer is direct: listen to what people hesitate to say in front of you. Perception matters. Even unintentional favoritism can damage a leader’s credibility.

    Here are practical actions leaders must take.

    In one leadership intervention, I worked with a team at Atlantis Group where the issue was not lack of talent. It was inconsistent managerial behavior. Once leaders became more transparent in delegation, feedback, and recognition, team trust improved significantly. People did not need perfection. They needed fairness.

    This is an important lesson. Employees do not expect leaders to treat everyone identically. They expect leaders to treat everyone justly. Different people may need different support, but standards must remain credible.

    Avinash Chate often emphasizes in workshops that leadership is not about being liked by a few. It is about being trusted by many. That trust is earned when decisions are explainable, consistent, and rooted in values.

    Building a Culture Where Merit Wins

    Organizations that want lasting performance must build systems of fairness through daily behavior. This is not only an HR issue. It is a leadership habit.

    Start by making expectations visible. Define what good performance looks like. Clarify how promotions, recognition, and responsibilities are decided. Remove ambiguity wherever possible.

    Next, train managers in people skills. Many favoritism problems are not caused by bad intent. They are caused by poor self-awareness, emotional bias, and weak communication. Managers naturally gravitate toward people who are similar to them, agreeable, or familiar. Unless they are trained to notice this bias, they repeat it unconsciously.

    Then create a team culture where contribution matters more than closeness. Encourage inclusive meetings. Rotate opportunities. Recognize effort publicly and specifically. Make it clear that respect is not reserved for a chosen few.

    Strong team bonding also helps reduce unhealthy camps and perceptions of special treatment. If you are working on team trust and collaboration, you may find Remote Team Building Activities That Actually Work in 2026 in Pune useful for practical ideas that strengthen connection and fairness across teams.

    As Avinash Chate, I believe culture changes when leaders become conscious of the signals they send every day. Who they praise. Who they excuse. Who they challenge. Who they ignore. Teams read these signals faster than leaders imagine.

    The Real Test of Character in an Unfair Workplace

    Let me end with a truth that may be difficult but empowering. You cannot always control whether favoritism exists around you. But you can control whether it defines you.

    Do not become careless because others are protected. Do not become silent because others are louder. Do not become bitter because others are preferred. Build substance. Build communication. Build emotional strength. Build a reputation that travels beyond one biased manager or one unfair phase.

    That is how professionals grow with dignity.

    And if you are a leader, remember this: every time you choose fairness over comfort, you strengthen your culture. Every time you hold everyone to credible standards, you protect trust. Every time you reward merit over proximity, you build a team that wants to win together.

    Avinash Chate, TEDx speaker and author of The Winning Edge, has spent years helping leaders and teams create workplaces built on trust, motivation, communication, and performance. If you want to build a stronger, fairer, and more motivated team, book a corporate training session here.

    Frequently Asked Questions

    What is office favoritism?

    Office favoritism happens when certain employees receive unfair advantages, leniency, visibility, or opportunities based on personal preference rather than merit, performance, or clear standards.

    How does favoritism affect employee motivation?

    Favoritism reduces motivation because employees begin to feel that effort and results do not matter equally. This weakens trust, lowers morale, and often leads to disengagement.

    How should employees respond to favoritism at work?

    Employees should stay professional, document their contributions, communicate clearly, seek feedback on expectations, and avoid emotional reactions or toxic gossip. Consistency and credibility matter.

    Can leaders eliminate favoritism completely?

    Leaders may not remove every perception instantly, but they can significantly reduce favoritism by setting transparent standards, giving consistent feedback, and making fair, explainable decisions.

    Why is fairness important in leadership?

    Fairness builds trust. When employees believe leaders are fair, they are more willing to contribute, collaborate, take ownership, and stay committed during challenges.

    Related Articles by Avinash Chate

    About the Author

    Avinash Chate is a TEDx speaker, published author of The Winning Edge and The Unanswered, and founder of The Future Corporate & Business Coaching. With over 15 years of experience training 80+ organizations including Mtech Innovation, Mumbai Port Authority, Ferrero Rocher, Sports Authority of India, Avinash is recognized as Maharashtra's leading corporate trainer. He created the KITE Leadership Framework and the 25-Star Competency Framework™, delivering high-impact programs across leadership, team building, sales transformation, and emotional intelligence.

    📞 +91 8793630001  |  ✉️ connect@avinashchate.com  |  🌐 avinashchate.com

    Book Avinash Chate for Your Next Event

    Maharashtra's #1 Corporate Trainer · India's leading Motivational Speaker & Team Building Expert · 2x TEDx · Available across India in English, Hindi & Marathi.

    ✅ Thanks! Avinash team will reach out within 24 hours.

    '}).catch(function(e){f.outerHTML='

    Something went wrong. WhatsApp +91 8793630001

    '});return false;"> Select Service Motivational Speaking / Keynote Team Building Workshop Corporate Training / Leadership Development Manager Development Employee Training Outbound Training Book Avinash Now →

    Or WhatsApp directly: +91 87936 30001

    Avinash Chate services

    Corporate Trainer in Bengaluru · Top Corporate Trainers in India · Leadership Trainer in Bengaluru · Top Leadership Trainers in India · Team Building Trainer in Bengaluru · Top Team Building Trainers in India · Motivational Speaker in Bengaluru · Top Motivational Speakers in India · All service locations

    ← Back to all articles · Book Avinash Chate

    By Avinash Chate — Maharashtra’s #1 Corporate Trainer & Motivational Speaker. .